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    Managers as Coaches: Yes, You Can Boost Employee Motivation, Engagement and High Performance

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    Website http://bit.ly/2psmWOb | Want to Edit it Edit Freely

    Category coaching employees in the workplace;coaching models for leadership development

    Deadline: June 13, 2017 | Date: June 13, 2017

    Venue/Country: New York, U.S.A

    Updated: 2017-05-17 17:04:47 (GMT+9)

    Call For Papers - CFP

    Overview

    Managers who coach their people become known as good managers to work for, developers of talent, and achievers of business results. They also become better leaders in the process.” -Jack Welch, Former CEO General Electric

    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.

    Good managers regularly keep each member of their group or team informed about his or her work performance. If this is not done then you probably are going to have problems of employee frustration and low morale, customer complaints or dissatisfaction and unfortunately, more of your time fixing problems rather than getting your work done.

    However, many managers are uncomfortable with discussing performance issues with employees. This webinar will give you the tools to:

    Improve Poor or Managerial Performance that will focus the employee on the performance problem; uncover the “real “reasons, and jointly agree upon specific actions to solve the problem.

    Change Poor Work Habits such as inappropriate dress, improper use of the telephone, lateness, etc. You’ll 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

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

    Why Should You Attend

    The coaching process is central to performance management. Coaching refers to the management activity that creates the climate and the context that motivates individuals and teams towards high performance and productivity.

    Coaching skills are essential to the job performance of every manager regardless of the kind of work involved. Coaching is a highly, visible and positive demonstrations of your leadership. It signals to all employees that you will not accept or tolerate sub-standard performance from members of your group.

    Coaching is a test of a manager’s ability to reinforce desirable behavior, resolve poor performance, provide support and encouragement, and stimulate individuals to strive for excellence in work.

    The giving and receiving of feedback is 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 bring below par performance up to standards without alienating the employee or creating other performance problems. It is a problem-solving discussion directed toward improving some aspect of an employee’s work performance.

    Areas Covered in this Webinar

    The areas covered in this webinar are:

    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.

    Learning Objectives

    There is a right way to coach and a great many wrong ways. This coaching skills training will cover the coaching process and its most important component- positive and negative feedback - as well as how to handle a variety of job performance issues with confidence and skill.

    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.

    For more detail please click on this below link:

    http://bit.ly/2psmWOb

    Email: referralsatcomplianceglobal.us

    Toll Free: +1-844-746-4244

    Tel: +1-516-900-5515

    Fax: +1-516-900-5510


    Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
    Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.