[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
Step 1 of 6 to Coach for Accountability – Clarify Roles
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...
11 Reasons Why Employees Don’t Do the Job
Determining the cause of a performance issue can be like being a detective– here is a list of 11 major reasons employees “don’t do the job” with possible solutions. Source: Expectations 1. They don’t know what to do 2. They think they are doing it Solution: I read...
Replace Your Broken Annual Review with “Ongoing Performance Management”
In my last LinkedIn article, “Despite the flaws, don’t just stop your annual review”, I shared 5 articles and 3 books that explain why "everyone" hates the annual review process, BUT I cautioned just dropping this all together. When companies stopped their performance...