PERFORMANCE DIALOGUE

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PERFORMANCE DIALOGUE

• Training Module II
• The Dialogue

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Giving Feedback
Provide on-going feedback No surprises
Always Support
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Effective Listening Skills

• Build rapport with your employee empathy, warmth
  and credibility
• Ask probing questions
• Challenge and confront when required
• Be transparent
• Use non verbals effectively tone, eye contact
• Listen with empathy

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Development Discussion
Preparing for a positive discussion

• 1.Describe what you would like to reinforce.

2. Identify the positive impact.
3. Encourage the person to continue.
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Having the Difficult Discussion
1. State what youve observed or describe the
issue.
2. Wait for a response
3. Remind them of the goal
4. Ask for a specific solution
5. Agree together on the best solution
6. Follow through to ensure success
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Dealing with Resistance

• Avoid escalation by not confronting the
  resistance
• Listen to the words and beyond
• Name the resistance and legitimize it
• Try to understand where the other is coming from
  
• Ask questions
• Talk about facts
• Motivate towards action
• Go at it in small steps
• Direct the person towards help to increase
  awareness and acceptance.

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Types of Difficult Situations

• Rehabilitation
• Lack of Commitment
• Silent Conspiracy
• Incompatibility
• No motivation to change
• Gap between departmental individual willingness
  to act
• Fear
• Distraction

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Managing for Performance
Continuous Performance Dialogue
Managing coaching for performance

• Staying on track

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Your Role as a Coach cultivating employees
capabilities

• Identify development need based on competency
  assessment Guide
• Help create a training development action plan
  Instruct
• Give advice about self-development Mentor
• Give support in putting new behaviors into
  practice Coach and Counsel
• Follow-up on integration of new way of doing
  things - Challenge