[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
The “Y” knows how to recognize! The “Story of the Black Bead”
Are you recognizing like YMCA? Let me tell you the “Story of the Black Bead.” And I challenge you to create your own simple and effective recognition program at your work! Caring, honestly, respect, responsibility—these are the 4 core values of the YMCA and this...
Engagement Driver #4- Development Opportunities
Our prior article "What Drives Engagement?" listed the top 10 engagement drivers. Three areas impact employee perceptions of available development and career opportunities (category 4): 1. Enjoy challenging work assignments that broaden skills 2. Improved my skills...
Engagment Drivers #2- What is Valued?
Our prior article What Drives Engagement? listed the top 10 engagement drivers. Two areas impact employee perceptions of what the organization values (category 2): #1. “(My boss) sets high personal standards” Share what excellence and success looks like in their job...