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This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org." ...more

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TrainHRLearning is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP^® or SHRM-SCP^®. ?

1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

Overview:

Coaching skills are essential to the job performance of every manager, supervisor, team leader regardless of the kind of work involved. Coaching is a highly visible and positive demonstrations of your leadership skills. It signals to all employees that you will not accept or tolerate sub-standard performance from members of your group. Effective performance coaching will help you to resolve poor performance, reinforce desirable behavior, provide support and encouragement, and stimulate individuals to strive for excellence in work.

The giving and receiving of feedback are the heart of coaching. There are two types of feedback. Positive feedback is given when an employee's performance meets or exceeds the manager's or supervisor's expectations. It empowers employees to continue to put forth their best efforts. Constructive feedback is given to improve poor or marginal performance without alienating the employee or creating other performance problems.

While once considered a "soft" skill, coaching for high performance is now recognized as an effective method that produces better decision-making skills, improved project management, and increased performance while lowering overall turnover. There is a right way to coach and a great many wrong ways.

This webinar will cover the best practices of the coaching process and its most important component- positive and corrective feedback - as well as how to handle, with confidence and skill, a variety of job performance issues.

Why should you Attend: Are your people working harder yet performance is still below par? When a leader spends too little time managing performance, here's what happens: small sparks turn into creeping flames that, if not doused, quickly grow into raging fires. Work starts slipping through the cracks. Resources are squandered. Deadlines are missed. You're constantly playing catch up.

However, great managers and supervisors regularly keep each team member informed about his or her work performance. If this is not done, you will probably be spending more of your time fixing problems rather than getting your work done. Yet many managers and supervisors are uncomfortable with discussing performance issues with employees.

This webinar will give you the tools to:

• Improve Poor or Marginal Performance that will focus the employee on the specific performance issue, uncover the "real" reasons, and jointly agree upon specific actions to solve the problem
• Change Poor Work Habits such as inappropriate dress, lateness, etc. that you will need to handle it immediately before it spreads to the rest of the workgroup
• Recognize Good Performance that will motivate to higher performance as well as maintain improved performance and avoid slippage back to old ways

When you provide coaching that is positive, constructive, and reinforcing, it will motivate and engage your employees to strive for high performance and productivity.

Areas Covered in the Session:

• Introduce a performance management model and where coaching fits in
• Identify the "5 D's" feedback process to improve performance and work habits
• Review the 5 reasons for poor or unsatisfactory performance and how to address them
• Understand why it's important to keep the message "clean" when giving positive feedback
• Learn the major steps of performance coaching that result in a series of specific questions and actions
• Use effective follow-up actions if the poor performance is not corrected sufficiently and how to get it back on track
• Review 7 guidelines or best practices to make coaching work in your team, department, or company

Who Will Benefit:

• CEO's
• COO's
• VP of Human Resources
• Chief Learning Officer
• Directors
• Project Managers
• Operation Managers and Supervisors
• Team Leaders
• Human Resources Professionals