Coaching for Optimal Performance. Presented By: Karla Berra Senior Director of Recruitment Bright Horizons Family Solutions
|
|
- Merryl Carpenter
- 7 years ago
- Views:
Transcription
1 Coaching for Optimal Performance Presented By: Karla Berra Senior Director of Recruitment Bright Horizons Family Solutions
2 Coaching for Optimal Performance: Goals After completing this training, participants will understand: Why developing all employees is critical Their role as a manager in the development process The differences in employees and how to best meet their individual needs in the development process The process and components for having successful career development plans
3 Introductions Name of your program Your role Number of people reporting to you
4 Why is Developing Employees Important? Your center s success depends on developing employees! Key factor in attracting and retaining the best employees Employees are inspired to work to their greatest potential Prepare for the future
5 What People Want Trust Challenge Self-worth Competence Appreciation Excitement Terry Bacon: What People Want: A Manager s Guide for Building Relationships That Work
6 The Environment Keys to a strong work environment Provide feedback & recognition Address performance issues promptly Be consistent and fair in holding people accountable Walk the talk We are doing serious and important work. We take pride in what we do, and we must never lose sight of the joy and fun in our work. - HEART Principle
7 A New Approach to Developing Employees Everyone can be developed Employee development is every managers responsibility, every employee s responsibility Focus on moving employees through new challenges to strengthen their professional abilities Development more likely means informal, onthe-job ways of learning
8 Addressing Developmental Needs: A Manager s Role Help guide your employees by helping to match their skills, interests, and work values with job opportunities. Conduct frequent discussions of developmental needs. Give timely and specific feedback about an individual s performance against established expectations. Provide opportunities for coaching, when necessary. Act as informal teacher by being conscious of the behaviors and attitudes you model. Work with your employees to draft individual development plans.
9 Opportunities for Coaching Conduct formal performance reviews Have on-the-spot work progress discussions Follow up on a training session Help an employee to implement a work improvement idea Work with an employee to meet job standards or to manage their job better 9
10 Acknowledging Employee Differences Differentiating allows you to: Appropriately address performance expectations. Draft suitable developmental plans. Help direct reports manage their careers. Build a better foundation for your center s success.
11 Motivation for Performance % from me % from manager 11
12 Manager & Self-Motivation Give an example of something your manager has done to tap into your motivation: Give an example of some of the things you would like to see yourself doing as a coach: 12
13 Coaching the Team TO COACH Comes from the root meaning to bring a person from where they are to where they want to be
14 Top Priorities in Coaching Be consistent with expectations and feedback. Walk the talk.
15 Coaching the Team Most teams have three performance groups: Super Stars (Above Target) Middle Stars (On Target) Falling Stars (Below Target)
16 Your Three Groups of Performers Super Stars or Top Performers Middle Stars or Solid Performers Falling Stars or Under Performers
17 Tips for Motivating Top Employees Give your direct reports the opportunity to use their unique strengths every day Respect individual strengths and differences Recognize employee contributions regularly Give employees the responsibility and freedom to learn new skills and make their own mistakes Provide competitive salaries and benefits Provide mentors
18 Keeping Top Performers Motivated Starting a new project from scratch. Improving a classroom environment, curriculum, system in trouble A job rotation in a different work environment or classroom A high-profile special project assignment.
19 Develop Solid Contributors Identify the employees that have growth potential and provide them with: Stretch assignments Coaching Training
20 Solid Contributors Need Affirmation! Tell them they are valued Listen to their ideas Praise their accomplishments Trust them
21 Tips for Nurturing Solid Performers Keep track of communications with your employees to make sure that you are not ignoring solid contributors Tell these employees they are valued on a regular basis Accept that some people in your group will not want to advance further in their careers Allocate resources to solid performers with high potential
22 Acting on Under Performers Failing to address your low-performing employees can have a detrimental effect on the organization s performance. These individuals often: Stand in the way of the advancement of more talented employees Hire other C players, which lowers the performance bar across the board Tend to be poor role models who encourage a lowperformer mentality among their peers and direct reports Engender a culture of mediocrity which repels highly talented and ambitious people
23 Acting on Under Performers Provide them with clearly defined goals. Create a prescribed path and timeline for achieving those goals. Be explicit about the ways in which they must improve. Be willing to coach and provide candid feedback.
24 Performance Coaching Measured against standards It s your goal or the organization s goal Usually a short term point of view
25 Notes on Performance Coaching in Relation to Career Issues Many performance issues are career issues in disguise! Skill/Competence/Knowledge = Performance Issue Motivation/Attitude = Career Issue 25
26 The Development Plan Include: SMART goals, along with a timeline for achieving them Action steps, which may include: Training Coaching Challenging work assignments
27 Activity Write the names of 2 people at the center whom you feel are: Super Stars (AT) Middle Stars (OT) Falling Stars (BT) Think back to their last performance review. Do the ratings reflect the groupings you ve just placed them in?
28 The Development Plan SMART Goals Action Steps
29 The Development Plan Seek commitment from the employee Follow up regularly Monitor progress
30 Creating a Culture of Performance Supporting Growth and Learning 1. Goal Setting What is expected 2. Job Performance Appraisal Results vs. Expectations The What 3. Skills Assessment How am I doing in my role? 4. Growth and Learning Plan Individualized to support performance and growth 5. Succession Planning Career Mapping Organizational needs vs. individual career goals
31 Winning the Race A great coach and leader: Accepts responsibility Invests in lifelong learning Acknowledges others good work and efforts We are accountable for our actions. We admit and learn from our mistakes; we do not dwell on them. - HEART Principle
32 Completion The most important thing you learned in this program How will you apply it? Any questions? 32
33 Contact Information Karla Berra, Senior Director of kberra@brighthorizons.com
34 Giving Feedback for Optimal Performance Presented By: Kendra Kett, M.Ed. Bright Horizons Regional Manager Feedback is the breakfast of champions. Ken Blanchard
35 Giving Feedback for Optimal Performance Goals After completing this training, participants will be able to: Name the goals of feedback Understand why feedback is important Use specific steps to give effective feedback Understand the mistakes of giving feedback Practice giving and receiving feedback
36 Feedback Topics Feedback Myths The Goals of Feedback Effective Techniques & Mistakes The Three A s of Performance Handling Objections Practice Activities
37 But It s So Hard! Why is it difficult to give feedback? Brainstorm and Share
38 Feedback Myths It will hurt the other person s feelings. Who am I to judge? Feedback demoralizes people and makes them feel defeated. They didn t mean it so we can let it go. I didn t see it happen, so I can t confront it. It wasn t that bad. That s just the way he/she is.
39 Giving Feedback to Falling Stars Why does that seem easier sometimes? It is clear they did something wrong. They are not really trying so I begin the documentation process. Most people are watching poor performers get away with it so I have to confront this. Maybe I can help if I can get them to see how they could improve. 39
40 What are the Goals of Feedback? To Improve Performance To Clarify Expectations To Increase Learning To Stop a Behavior To Encourage Progress Toward Goals
41 Techniques for Giving Feedback Isolate the behavior Speak at the Task Level not at the Self Level Use Comfortable and Open Body Language Have the Employee Explain Why the Issue Might Be Happening Leave YOUR Solutions at the Door Make it a Dialogue Use the Feedback Recipe Card 41
42 Some Phrases to Use This is what you did that was inappropriate versus You were inappropriate. You are really effective when you do. You would be more effective if you do. 42
43 The Three A s Ability Aptitude Attitude 43
44 Activity: Practice Pairs Find a Partner Using the employee card, on which you wrote what your employee needs to hear from you, practice what you are going to say when you return to the center next week. Use the Recipe Card 5 3 Switch 44
45 Common Feedback Mistakes Rewarding A Behavior while Hoping for B Not Separating the Behavior from the Person Skirting Around the Issue; Too Vague Needing to be Friends or Be Liked Overlooking the Small Issues Until Later Not Explaining the Goals of Feedback
46 More Common Mistakes Praising Employee 1 Hoping that Employee 2 will Change Their Behavior Using Group Meetings as a way for the Individual to Get the Message Using Group Communications (e.g., newsletters, memos) Not Knowing Which of the 3 A s It Is Hoping for Change to Occur on its Own
47 Did you know? When giving feedback, hope is not a plan.
48 Feedback Thoughts If you care, you will share.feedback Be specific, direct, to the point Be kind, professional and clear about your expectations Feedback can be about checking-in and monitoring progress, too Feedback can be affirming and offer praise. It does not always have to be corrective.
49 How Loyal Should I Be? Employees Need Your Support to Grow and Develop Professionally You Must Have a Trusting Relationship Trust Does Not Mean Blind Faith. So.Trust, But Verify Keep a Bigger Picture in Mind
50 So How Do I Really Do This? Clarify for yourself how this person is Important to the Center Explain the Frustration of Being Off Track Believe That They Can Change Identify the Behavior That Concerns You Ask Them to Problem-Solve With You Emphasize How Important Their Success is to You
51 Food for Thought Leaders must make sure that employees leave feedback sessions with a clear understanding of how they will succeed.
52 What about those Objections to Feedback? What are the typical objections to feedback? Brainstorm and share.
53 Typical Objections I didn t know. Everyone else does it. You don t do it, so why should I? I have a lot going on in my personal life. I didn t get trained on this. I don t agree with that policy. This is the way I ve always done it. I am tired of being picked on.
54 Handling Objections Go Back to the Feedback Recipe Card and Restate the Goals for the Employee Do not Argue with the Employee Use Nevertheless or That May Be. Keep the Focus on THEIR Behavior, Not Other Employees or Managers, or on the Past
55 When it is going to be really hard: Try this: This might be hard for you to receive this feedback today and I also think it might be hard for me to deliver it May I ask that we try really hard to be patient and compassionate with one another as we talk about this? Ok, good, let s get started
56 Activity: Practice Pairs Choose a new partner. Using the me card that has an area of concern or development that you need to work on, let a new partner give you feedback on that. Use the Feedback Recipe Card Switch 56
57 Really? Why do this? Avoidance Only Makes It Worse Later The Center Suffers When There is Poor Performance Your Effectiveness as a Leader Suffers When There is Poor Performance When You Avoid Giving Feedback, You Rob the Employee of a Growth Opportunity How can you NOT do this? Source: John Maxwell s Developing the Leaders Around You 57
58 Next Steps to Coaching for Optimal Performance Use the Feedback Recipe Card in All of Your Feedback Sessions Copy the Recipe Card For All Leaders to Use Practice Giving Feedback Often Cultivate Courage to Give Specific, Clear Feedback Believe in People Give Dignity, Respect and Compassion 58
59 Did We Accomplish Our Goals? Name the goals of feedback Understand why feedback is important Use specific steps to give effective feedback Understand the mistakes of giving feedback Practice giving and receiving feedback
60 Activity: Feedback Wrap Up Based on today s CONTENT: Complete the STOP, START, CONTINUE Worksheet Self-Address the Envelope Place the Worksheet in the Envelope Watch Your Mail in the Coming Weeks
61 Contact Information Kendra Kett, M.Ed. Or visit me at: Facebook: The Pinwheel Girls 61
STEP 5: Giving Feedback
STEP 5: Giving Feedback Introduction You are now aware of the responsibilities of workplace mentoring, the six step approach to teaching skills, the importance of identifying the point of the lesson, and
More informationSI Coordinator Handbook. Information, Resources and Forms
SI Coordinator Handbook Information, Resources and Forms Updated November 2010 1 2 Table of Contents SI Coordinator Job Description... 5 Observations and Evaluations... 9 Initial Contacts... 10 Informal
More informationCREATIVE S SKETCHBOOK
Session Plan for Creative Directors CREATIVE S SKETCHBOOK THIS SKETCHBOOK BELONGS TO: @OfficialSYP 1 WELCOME YOUNG CREATIVE If you re reading this, it means you ve accepted the We-CTV challenge and are
More informationAverage producers can easily increase their production in a larger office with more market share.
The 10 Keys to Successfully Recruiting Experienced Agents by Judy LaDeur Understand whom you are hiring. Don t make the mistake of only wanting the best agents or those from offices above you in market
More informationMindset: The New Psychology of Success Carol S. Dweck, Ph.D.
Mindset: The New Psychology of Success Carol S. Dweck, Ph.D. Chapter 1: The Mindsets Chapter 1 presents the two different mindsets fixed and growth. Ms. Dweck reveals that she came upon the idea of researching
More informationWriting a Development Plan A GUIDE FOR EMPLOYEES
Writing a Development Plan A GUIDE FOR EMPLOYEES Development Planning Career development and development planning are employee-directed activities. Employees are responsible for creating and implementing
More informationDo you wish you could attract plenty of clients, so you never have to sell again?
The 9 Secrets to Signing up Clients Without Selling Do you wish you could attract plenty of clients, so you never have to sell again? Imagine having an endless supply of great clients who approach you
More informationPreventing bullying: a guide for teaching assistants. SEN and disability: developing effective anti-bullying practice
Preventing bullying: a guide for teaching assistants SEN and disability: developing effective anti-bullying practice Preventing bullying: a guide for teaching assistants 2 Introduction This guide is based
More informationKeith R. Dutton, M.S., SPHR. Connor M. Walters, Ph.D., CFLE. Department of Management & Quantitative Methods
Keith R. Dutton, M.S., SPHR Department of Management & Quantitative Methods Connor M. Walters, Ph.D., CFLE Department of Family & Consumer Sciences Illinois State University Understand what motivates your
More informationTHE BEHAVIORAL-BASED INTERVIEW
THE BEHAVIORAL-BASED INTERVIEW When interviewing candidates for a position at your facility, it is important to remember that it is important to ask questions beyond what can be found on a Curriculum Vitae.
More informationScottishPower Competency Based Recruitment Competency Guidelines External Candidate. pp077682 ScottishPower [Pick the date]
ScottishPower Competency Based Recruitment Competency Guidelines External Candidate pp077682 ScottishPower [Pick the date] Aims and Objectives This document will give you an overview of the selection process
More informationSelf Assessment Tool for Principals and Vice-Principals
The Institute for Education Leadership (IEL) brings together representatives from the principals' associations, the supervisory officers' associations, councils of directors of education and the Ministry
More informationTerex Leadership Competency Model
Terex Leadership Competency Model INDIVIDUAL CONTRIBUTOR MANAGER EECUTIVE Creating and Creativity Innovation Business Acumen Strategic Agility Global Business Knowledge Making it Happen Time Action Oriented
More informationCoaching for Improved Work Performance. How to get better results from your employees.
Coaching for Improved Work Performance How to get better results from your employees. Believing the Right Things Purpose: learn how to be more successful as manager of people Specifically: to learn how
More informationWhy Your Business Needs a Website: Ten Reasons. Contact Us: 727.542.3592 Info@intensiveonlinemarketers.com
Why Your Business Needs a Website: Ten Reasons Contact Us: 727.542.3592 Info@intensiveonlinemarketers.com Reason 1: Does Your Competition Have a Website? As the owner of a small business, you understand
More informationLeading Self. Leading Others. Leading Performance and Change. Leading the Coast Guard
Coast Guard Leadership Competencies Leadership competencies are the knowledge, skills, and expertise the Coast Guard expects of its leaders. The 28 leadership competencies are keys to career success. Developing
More informationMental Skills Training
Mental Skills Training INTRODUCTION Sport psychology is the study of thinking in sport and how that thinking affects an individual s behaviour and performance in training and competition. Sport psychology
More informationSetting the Expectation for Success: Performance Management & Appraisal System
HILLSBOROUGH COUNTY CIVIL SERVICE BOARD OFFICE Setting the Expectation for Success: Performance Management & Appraisal System Supervisor s Guide PROCESS OVERVIEW Setting the Expectation for Success: Performance
More information36 TOUGH INTERVIEW QUESTIONS And ways to structure the responses
1 36 TOUGH INTERVIEW QUESTIONS And ways to structure the responses (Management specific questions start with question 30) 1. Tell me about yourself Frame it: Describe how you are today vs. a long story
More informationLetter from the Editor-in-Chief: What Makes an Excellent Professor?
The Journal of Effective Teaching an online journal devoted to teaching excellence Letter from the Editor-in-Chief: What Makes an Excellent Professor? Russell L. Herman 1 The University of North Carolina
More informationHUMAN RESOURSES COLLEGE OF EDUCATION AND HUMAN ECOLOGY. Manager's Guide to Mid-Year Performance Management
HUMAN RESOURSES COLLEGE OF EDUCATION AND HUMAN ECOLOGY Manager's Guide to Mid-Year Performance Management Table of Contents Mid-year Performance Reviews... 3 Plan the performance appraisal meeting... 3
More informationE XPERT PERFORMANC E. Building Confidence. Charting Your Course to Higher Performance. The Number 1 Challenge for New Leaders
E XPERT PERFORMANC E Charting Your Course to Higher Performance CHALLENGE: Today s leaders need to meet an increasing demand for measurable results in ever decreasing time frames. SOLUTION: Ultimately
More informationINTRODUCTION TO COACHING TEACHING SKILLS TEACHING/LEARNING. September 2007 Page 1
TEACHING SKILLS September 2007 Page 1 TEACHING SKILLS Being a teacher is one of the main roles a coach fulfils for their players. The ability to teach effectively, especially the technical skills of ice
More informationCoaching and Career Development
Coaching and Career Development Overview Five key ways to coach and support career development. What is coaching? Hold frequent coaching meetings with employees Work on your coaching skills Plan and prepare
More informationWhat Is the Olweus Bullying Prevention Program?
Dear Parent/Guardians, Your child s school will be using the Olweus Bullying Prevention Program. This research-based program reduces bullying in schools. It also helps to make school a safer, more positive
More informationMotivation: Igniting Exceptional Performance
Motivation: Igniting Exceptional Performance T raining Leader s Guide Coastal Training Technologies Corp. 500 Studio Drive Virginia Beach, VA 23452 Table of Contents Motivation: Igniting Exceptional Performance
More informationSocial Media Guidelines & Sample Content
Social Media Guidelines & Sample Content Facebook, Twitter, and LinkedIn are among the most powerful platforms through which you, and the Grads of Life campaign supporters in your community, can exchange
More informationShell Mentoring Toolkit
Shell Mentoring Toolkit A reference document for mentors and mentees Human Resources LEARNING 25/07/2007 Copyright: Shell International Ltd 2006 CONTENTS What is Mentoring? 4 The Mentor s Role The Role
More informationStep 1 Self-assessment (Who am I? What do I have to offer?)
Your Job Search Your job search is a process which begins during your studies, when you start thinking about life after you ve completed your studies. It is an ongoing process, from your first job you
More information360 feedback. Manager. Development Report. Sample Example. name: email: date: sample@example.com
60 feedback Manager Development Report name: email: date: Sample Example sample@example.com 9 January 200 Introduction 60 feedback enables you to get a clear view of how others perceive the way you work.
More informationEFFECTIVE PERFORMANCE APPRAISALS
EFFECTIVE PERFORMANCE APPRAISALS When used correctly, the performance appraisal process is a useful technique to hold employees accountable for desired results, and aligning them with business strategy.
More informationWhat Have I Learned In This Class?
xxx Lesson 26 Learning Skills Review What Have I Learned In This Class? Overview: The Learning Skills review focuses on what a learner has learned during Learning Skills. More importantly this lesson gives
More informationNewspaper Activities for Students
Newspaper Activities for Students Newspaper Activities for Students Page 2 Higher Learning By the year 2010, millions of the jobs available in the United States will require more than a high school diploma.
More informationThinking Skills. Lesson Plan. Introduction
xxx Lesson 18 Thinking Skills Overview: This lesson provides basic foundational information about two types of thinking skills: critical and creative. Students have used critical and creative skills each
More informationThe Power of Relationships
The Power of Relationships How to build long-lasting customer relationships to help you do more business 2014 Copyright Constant Contact, Inc. 14-3931 v1.0 Helping Small Business Do More Business When
More informationRight: People Roles Recognition - Culture
Our HR Strategy sion Vi Our ambitious new strategy requires a workforce which can demonstrate speed and agility; to achieve this we need to recruit, develop and retain people with the right skills, knowledge
More informationPerformance Management Rating Scales
Performance Management Rating Scales When looking at Performance Management, a 5 point rating scale is the most common. A CIPD report suggests that: 47% of companies use 5 point scale 28% of companies
More informationThought for the Day Master Lesson
Welcome and Introductions Lesson 2 LESSON 2 Thought for the Day Master Lesson Thought for the Day Education is not the filling of a pail, but the lighting of a fire. William Butler Yeats Overview: The
More informationSAMPLE INTERVIEW QUESTIONS
SAMPLE INTERVIEW QUESTIONS Before you start an interview, make sure you have a clear picture of the criteria and standards of performance that will make or break the job, and limit your questions to those
More informationBBC Learning English Talk about English Business Language To Go Part 1 - Interviews
BBC Learning English Business Language To Go Part 1 - Interviews This programme was first broadcast in 2001. This is not a word for word transcript of the programme This series is all about chunks of language
More informationMentoring Initiative Overview
Mentoring Initiative Overview Mentoring A partnership in which active sharing of experiences and information takes place in an open environment where one or both participants increase in knowledge, improve
More informationPart 5. Dinosaur School Notes to Teachers. 1. Introduction. 2. Iguanodon Unit: How to be Successful in School
Part 5 Dinosaur School Notes to Teachers 1. Introduction 2. Iguanodon Unit: How to be Successful in School 3 & 4. Triceratops Unit: Detecting, Understanding and Talking About Feelings 5. Stegosaurus Unit:
More informationValuing Diversity. Cornerstones. 1. Diversity is about inclusion and engagement!
Valuing Diversity Cornerstones 1. Diversity is about inclusion and engagement! 2. The most important issue is always human dignity and total quality respect! 3. Prejudice is eliminated by developing high
More informationGetting Started with the Engagement Cards and Retention Cards
Getting Started with the Engagement Cards and Retention Cards 800.861.6965 www.keeppeople.com Center for Talent Retention 2007 1 Page Cracking the Talent Code To increase employee engagement and create
More informationEp #19: Thought Management
Full Episode Transcript With Your Host Brooke Castillo Welcome to The Life Coach School podcast, where it s all about real clients, real problems and real coaching. And now your host, Master Coach Instructor,
More informationMental Health Role Plays
Mental Health Role Plays Goals: To discuss various mental health issues and mental illnesses. To discuss stigma, support and treatment options surrounding mental health issues and mental illnesses. Requirements:
More informationSample interview question list
Sample interview question list Category A Introductory questions 1. Tell me about yourself. 2. Why would you like to work for this organisation? 3. So what attracts you to this particular opportunity?
More informationSelf-Acceptance. A Frog Thing by E. Drachman (2005) California: Kidwick Books LLC. ISBN 0-9703809-3-3. Grade Level: Third grade
Self-Acceptance A Frog Thing by E. Drachman (2005) California: Kidwick Books LLC. ISBN 0-9703809-3-3 This Book Kit was planned by Lindsay N. Graham Grade Level: Third grade Characteristic Trait: Self Acceptance
More informationSet personal, academic, and career goals. Keep your expectations high.
Chapter SIX Set personal, academic, and career goals. Keep your expectations high. It is today that we create the world of the future. Eleanor Roosevelt When seventy-one adults with specific learning disabilities
More informationTHE WISDOM OF 14 ACCOUNTING TEXTBOOKS.
THE WISDOM OF 14 ACCOUNTING TEXTBOOKS. ALL IN ONE FUN, INTERACTIVE GAME. Students get a kick out of learning when it s more engaging than a textbook. Sorry, textbooks. We wrapped up all the stuff they
More informationNeed Information? Go to: www.chr.alberta.ca/apscompetencies. Have Questions? Email: apscompetencies@gov.ab.ca
Need Information? Go to: www.chr.alberta.ca/apscompetencies Have Questions? Email: apscompetencies@gov.ab.ca Table of Contents Background... 3 Why Behavioural Competencies?... 3 The APS Competency Model...
More informationMotivation Through Goal Setting: The Road to Success
Motivation Through Goal Setting: The Road to Success In sports, as well as in life, it is important to set goals for yourself and also for your team. They will provide direction and identify areas which
More informationTen Tough Interview Questions and Ten Great Answers
This tool is designed to identify typical questions asked and the kinds of answers that demonstrate a concise and thoughtful response. The following are some of the most difficult questions asked during
More informationCoaching and Feedback
Coaching and Feedback Follow the Guidelines for Effective Interpersonal Communication There are fundamental strategies that should always be part of interpersonal communication in the work place. Don t
More informationLEADERSHIP DEVELOPMENT FRAMEWORK
LEADERSHIP DEVELOPMENT FRAMEWORK February 13, 2008 LEADERSHJP PERSPECTIVE I consider succession planning to be the most important duty I have as the Director of the NOAA Corps. As I look toward the future,
More informationBehaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level
Good Practice INPO 15-012 October 2015 Behaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level Revision 0 OPEN DISTRIBUTION OPEN DISTRIBUTION: Copyright 2015 by the
More informationSupplemental Activity
Materials: Test-Taking Skills Assessment on page 80 in this workbook (page 19 in the student workbook) Test-Taking Tips on page 81 in this workbook (page 20 in the student workbook) Tactics for Studying
More informationThe 360 Degree Feedback Advantage
viapeople Insight - Whitepaper The 360 Degree Feedback Advantage How this powerful process can change your organization Karen N. Caruso, Ph.D. Amanda Seidler, Ph.D. The 360 Degree Feedback Advantage Champions
More informationAdult Volunteer Guide
Adult Volunteer Guide is the highest award Girl Scout Seniors and Ambassadors can earn. Your role, whether you re a troop/group volunteer or a project advisor, is to encourage Girl Scout Seniors and Ambassadors
More informationAdult Volunteer Guide
Adult Volunteer Guide As a Girl Scout troop/group volunteer, you will work with and inspire a team of Girl Scout Juniors to make a difference in the Girl Scout or local community and help each girl achieve
More informationYOUTH SOCCER COACHES GUIDE TO SUCCESS Norbert Altenstad
The Reason Why Most Youth Soccer Coaches Fail Lack of knowledge to make and keep practice fun and enjoyable for the kids is really the primary cause for failure as a youth soccer coach, it s sad. It s
More informationSpecific Measurable Achievable. Relevant Timely. PERFORMANCE MANAGEMENT CREATING SMART OBJECTIVES: Participant Guide PROGRAM OVERVIEW
Specific Measurable Achievable PERFORMANCE MANAGEMENT CREATING SMART OBJECTIVES: Participant Guide Relevant Timely PROGRAM OVERVIEW About the Training Program This session is designed to enable participants
More informationCore Values Judge Certification Questions Answer Key
Core Values Judge Certification Questions Answer Key 1. Which is the best description of the purpose of Core Values Judging? a. To see how well the team knows the Core Values (Incorrect. It s not important
More informationThe 5 P s in Problem Solving *prob lem: a source of perplexity, distress, or vexation. *solve: to find a solution, explanation, or answer for
The 5 P s in Problem Solving 1 How do other people solve problems? The 5 P s in Problem Solving *prob lem: a source of perplexity, distress, or vexation *solve: to find a solution, explanation, or answer
More informationSo You d Like a Sport Psychology Consultant to Work With Your Team? Three Key Lessons Learned from Olympic Teams
So You d Like a Sport Psychology Consultant to Work With Your Team? Three Key Lessons Learned from Olympic Teams Sean McCann, Senior Sport Psychologist, United States Olympic Committee I first started
More information1. Adult behavior can be changed to some extent. 2. Adult education should be designed to help people mature and grow.
Handout 1: A Philosophy for Adult Education * Adapted from Bergevin, P. (1967). A Philosophy for Adult Education. New York: The Seabury Press, pp. 3-5.* It is important to preserve the uniqueness of individuals
More informationAccountability for Others being responsible for the consequences of the actions of those whom you manage.
List of Soft Skill Competencies with Descriptions Each title is available as a separate training and development module and is based on the competencies measured by the TriMetrix Job and Personal Talent
More informationTurning Performance Reviews into Smart Succession Components
PART 2 Turning Performance Reviews into Smart Succession Components 1. ESTABLISHING COMPETENCIES 2. DISCOVERING TOP TALENT 3. DEVELOPING A LEADERSHIP PIPELINE The Simple Guide to Succession Planning in
More informationBuild a Fabulous Foundation. How to be a Successful Sales Leader
Build a Fabulous Foundation How to be a Successful Sales Leader Becoming a Sales Leader Build your team watch your earnings grow even faster! Selling Avon products directly to Customers is a vital part
More informationGetting the best from your 360 degree feedback
1 Contents Getting the best from your 360 degree feedback... 3 What it is.... 3 And isn t.... 4 Using the system... 5 Choosing your respondents... 5 Choosing your competencies... 5 Compiling your questionnaire...
More information15 Most Typically Used Interview Questions and Answers
15 Most Typically Used Interview Questions and Answers According to the reports made in thousands of job interviews, done at ninety seven big companies in the United States, we selected the 15 most commonly
More informationBeyond the Open Door Policy of Leadership Communication
Beyond the Open Door Policy of Leadership Communication Angie Pastorek, Ph.D. KU-Edwards Professional Workplace Communication Graduate Certificate, Department of Communication Studies February 18, 2016
More informationTHE STAY INTERVIEW KICK START GUIDE. 5 Simple Steps to Dramatically Improve Engagement & Retention
THE STAY INTERVIEW KICK START GUIDE 5 Simple Steps to Dramatically Improve Engagement & Retention You ve heard about them. You ve read about them. Maybe you have even tried doing them. But now, you are
More informationEmotional Intelligence Self Assessment
Emotional Intelligence Self Assessment Emotional Intelligence When people in the workplace do not act with Emotional Intelligence (EQ) the costs can be great: low morale, bitter conflict and stress all
More informationGETTING STARTED. Applying for the Integrated Social Sciences Online Bachelor's Program
GETTING STARTED Applying for the Integrated Social Sciences Online Bachelor's Program DARE TO DO Finish Your Bachelor s in Integrated Social Sciences Now it s possible to complete your bachelor s degree
More informationAfter the Reduction in Force: How to Re-Energize Your Team
Overview This offering will take managers through a five-step process, providing detailed worksheets/activities for each step. The five steps that managers will be guided through are: 1. Personally prepare
More informationGrade 5 Unit. Lesson 2. Learning Goals. Facility. Materials. Cyberbullying and Lesson 2 of 4
Cyberbullying and Harrassment 30 Minutes* Curriculum Expectations Health and Physical Education - 1.3, C2.2, C3.2 Language: Media - 1.5 Lesson 2 Learning Goals By the end of this lesson, students will
More informationFEATURED COURSES CURRENTLY AVAILABLE
FEATURED COURSES CURRENTLY AVAILABLE NEW! A Checklist for Successful Performance Appraisals and Discussions- 4 hours The formal performance appraisal discussion is an integral part of the performance management
More informationA Writer s Workshop: Working in the Middle from Jennifer Alex, NNWP Consultant
Structure of a Workshop: A Writer s Workshop: Working in the Middle from Jennifer Alex, NNWP Consultant For the last four years, writing and reading workshops have been the foundation of my classroom practice.
More informationArkansas State PIRC/ Center for Effective Parenting
Increasing Your Child s Motivation to Learn In order to be successful in school and to learn, students must stay involved in the learning process. This requires students to do many different activities
More information1. Share the Company s Values and Goals. Employees cannot help your vision come alive if they are only focused on their tasks and don t see how
1. Share the Company s Values and Goals. Employees cannot help your vision come alive if they are only focused on their tasks and don t see how everyone and everything fits together. 2. Watch for Help
More informationCoaching. Outcomes: Participants gain an understanding and self-confidence in the basics of coaching and motivating others to perform their best;
Coaching Summary: Participants in this session will learn when to coach and have an opportunity to practice specific coaching skills. During the practice session, participants will identify strengths and
More informationA career with AlSafwa. Your. Questions
A career with AlSafwa Your Questions 1 Summary Be proactive [1-4 ] 6 7 8 9 What does AlSafwa expect of me as an employee? What can I expect of AlSafwa? Who is involved in my development at AlSafwa? How
More informationProfessional Development Needs Assessment for Teachers
Professional Development Needs Assessment for Teachers Name _ Grade Level / Subject Date ABOUT THIS INSTRUMENT: RCB Medical Arts Academy places a high priority on the continuing professional development
More informationPerformance Management
Performance Management WORKSHOP HANDOUTS Facilitated by: Tara Kemes, Vantage Point Knowledge Philanthropist June 2013 Page 1 of 16 Handout 1 Performance Management System Overview What is performance management?
More informationImprove Sales Performance
Improve Performance by Investing In Talent Management Competitive compensation programs have their place in motivating sales teams, but not all sales force performance problems can be solved with money.
More informationMaking a positive difference for energy consumers. Competency Framework Band C
Making a positive difference for energy consumers Competency Framework 2 Competency framework Indicators of behaviours Strategic Cluster Setting Direction 1. Seeing the Big Picture Seeing the big picture
More informationDo s and Don ts for Literacy Coaches:
Do s and Don ts for Literacy Coaches: Advice from the Field Rita Bean, Professor, University of Pittsburgh Diane DeFord, Professor, University of South Carolina Literacy or instructional coaches are becoming
More informationJob Interview Tips Do's
Job Interview Tips Do's Some job interview tips are given below; please go through it, it will help you a lot. 1. Preparation and confidence Preparation and confidence are very important tips. Good preparation
More informationSetting SMART mentoring goals ensures a successful learning experience for mentors and mentees.
Setting SMART mentoring goals ensures a successful learning experience for mentors and mentees. 50 T+D January 2011 Photo by Veer The Goal-Driven Mentoring Relationship By Lois J. Zachary and Lory A. Fischler
More informationYour Career At CREC. Imagining Your Professional Future
Your Career At CREC Imagining Your Professional Future Welcome to CREC Welcome to the CREC family! CREC is made up of dreamers, builders, protectors, and doers. As a CREC employee, your work will be filled
More informationSample Interview Question Bank
ample Interview Question Bank Please Note: An next to a question indicates that it is scenario-based. Responses may provide evidence of multiple competencies. INTRODUCTORY QUETION Why are you interested
More informationCareer Development and Succession Planning. Changing Landscape of HR 2012 Conference
Career Development and Succession Planning Changing Landscape of HR 2012 Conference Overview Career Development Program Succession Planning Process Benefits Reduced organizational risk. Increased productivity.
More informationBuilding reinforcement into the change initiative
STRATEGIC REINFORCEMENT: THE VALUE OF MAKING CHANGE STICK by Linda Moran, Ph.D. Executive Consultant, AchieveGlobal Training initiatives have a valued and critically important place in today s business
More informationSUPERVISORY/MANAGEMENT NEEDS ASSESSMENT TOOL
SUPERVISORY/MANAGEMENT NEEDS ASSESSMENT TOOL Partnering for Pathways to Success CSA Training & Development For more information, contact Rob Moody,(720) 913-5619 Supervisory/Management Needs Assessment
More information11/3/2014 9:30 AM - 11:30 AM
Lean & Mean Presented by Cheryl M. Jekiel CM01 11/3/2014 9:30 AM - 11:30 AM The handouts and presentations attached are copyright and trademark protected and provided for individual use only. Ways to become
More informationBUSINESS WRITING BASICS
BUSINESS WRITING BASICS Jane Watson Self-Counsel Press (a division of) International Self-Counsel Press Ltd. USA Canada CONTENTS PREFACE xiii 1 BUSINESS WRITING THERE HAVE BEEN SOME CHANGES 1 Reader Focus
More informationThe Doctor-Patient Relationship
The Doctor-Patient Relationship It s important to feel at ease with your doctor. How well you are able to talk with your doctor is a key part of getting the care that s best for you. It s also important
More informationTen Tips for Successfully Coaching Employees by Laurie Maddalena, CEO of Envision Excellence, LLC
What is Coaching? Ten Tips for Successfully Coaching Employees by Laurie Maddalena, CEO of Envision Excellence, LLC Coaching is a partnership you form with an employee that focuses on helping them learn
More informationJohari Window. Lesson Plan
xxx Lesson 12 Johari Window Overview: This optional lesson provides a look into how we view ourselves and how others view us. It is also a model for opening up the lines of communication with others. It
More information