[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
Total Rewards #9- Feedback
“Effective performance management is not about executing the annual review cycle, its about the modifications, adjustments and course corrections day in and day out that keep the organization headed in the right direction.” (Aberdeen report - The Performance...
Getting an employee “back on track”
Most managers have had this happen… a good employee seems to lose her enthusiasm. She tends to do just enough to “get by” – work is completely adequately and basically on time, but not to level she used to do. Perhaps you consider there might be a personal reason...
“The Care and Feeding of High-Potential Employees” HR Magazine article
A 2010 survey by the Corporate Leadership Council of the Corporate Executive Board asked 880 high-potential employees if they were planning to leave their jobs in the next 12 months. More than 25 percent said they had plans to leave! (This was 2.5 times more than a...