[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
Training won’t solve an issue with Job Fit
The following is a version of a conversation I have regularly with clients: Client: “We really need some help with our sales process. Some of our bids require hours of preparation and document gathering. Our estimator needed extra help as he uses all his time to get...
Was she really “trained?”
When we have an employee who seems to be struggling with part of the job, we think back and exclaim "but she was trained!" Often a person has been “trained” but still does not adequately complete the job duties. There are multiple reasons “training” doesn't succeed:...
Will training help?
We have all worked with an employee (perhaps you know one now) that does not seem to ever “get” a part of the job, or who continues to struggle with something longer than expected. For example, you show this person how to create a report three times over three months,...