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
Webinar: Coaching for Accountability & High Performance
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
This continues my 6 part series on coaching for accountability (you can read Step 1 and Step 2 here). Step 3 is to start using Action Plans: 6 Steps to Coach For Accountability & High Performance [see all 6 steps on my 1 minute video slideshare]. Most employees...
Read my last article on Step 1 to coach for accountability [clarify who does what]. Step 2 is to start Weekly Coaching Conversations: 6 Steps to Coach For Accountability & High Performance [see all 6 steps on my 1 minute video slideshare]. Your employees want and...
Are you interested in everyone on your team taking on more responsibility? I mean real responsibility -- when they "own" the work, solve issues, make suggestions and even improve the process, and [the ultimate level] keep you in the loop with status updates or...