[Resources]
Coaching: Accountability & High Performance
Every team leader has the challenge to motivate marginal performers to strive for more and to keep top performers engaged and challenged. We work with you to implement a step-by-step process for managers to hold people accountable in a positive effective way, and to build coaching and recognition into the weekly routine. This process creates an environment where performance is clear, expected, recognized and rewarded.
Template: Job Responsibility Profiler
Guide: Coaching For Accountability & Performance
Video: Performance Discussion & Addressing Issues
- Start (continue) annual performance discussion process
- Build a foundation for ongoing coaching conversations
- Improve relationship and trust with employees
- Address the performance or attitude issues you have been avoiding
FREE TRAINING SESSION
Recorded Webinar:
Coaching for Accountability & High Performance
20 Minute Recording
Learn how you can coach & develop your trusted accountable team:
- Once you have the Right People, get them working on the Right Things
- Clarify specific business and individual results with key performance indicators (KPI)
- Track and report key results on dashboards for clear and effective accountability
- Leverage your coaching time with individual weekly coaching conversations
- Identify & challenge high-performers with development action plans
- Keep everyone working together and on the Right Things with quarterly planning & update meetings
Helpful Articles
20 Competencies of a Great Coach
Would you want to work with someone who has passion, focus, integrity, and positivity? Or how about someone with great planning and interpersonal skills? Of course! (No wait, give me that team mate who is Debbie Downer, always late with her work and tactless...) As a...
Beggars can’t be choosers
Really- why not? I hear this phrase far too often from managers who are now urgently rushing to fill an open position. Perhaps someone quit on short notice, or an employee on leave decided not to come back. Or you had to take decisive action to terminate an employee...
Sinking or Swimming After a Promotion?
It’s a common story- Jane was great at her job- a quick learner eager to do more. So you gave her more- a whole lot more. But now she seems overwhelmed, unsure, and downright frazzled. Will she start swimming and get her head back above water? It depends—does she lack...