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      Positively Impacting Employee Behavior through Performance Management, Coaching & Counselling in Fremont

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      November 21, 2019

      Thursday  10:00 AM - 11:00 AM

      39658 Mission Blvd
      Fremont, California 94539

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      Positively Impacting Employee Behavior through Performance Management, Coaching & Counselling

      One can easily argue that effective performance appraisals, coaching & counselling are more important in today's business environment than ever due to:

      Escalating competition & enhanced customer expectations
      Technological changes requiring continuous skill development
      The need to maximize employees potential within lean organizations and have all employees focused on their job and the company's priorities
      Higher expectations of employees for career development
      Why should you Attend
      In a perfect work-world managers would provide their direct reports continual feedback. Employee feedback is key today because of the rapid changes occurring in organizations necessitating that employees continually upgrade their skills. And annual conversations do not meet this need.

      However, many managers struggle with this need for ongoing coaching because of the demands on their time and some lacking the techniques that are required. Employees used to expect to work for a boss. Today they want and need a coach. They want personal and professional development and they need help to meet their goals.

      Regardless of the strain on their time better managers know that performance management - including performance appraisals supported by ongoing coaching and counselling - work - and is the essence of their jobs as managers.

      These better managers know that performance management:

      Establishes and clarifies expectations - research has shown that only half of employees understand clearly what is expected of them. Effective managers align employees' expectations with their responsibilities as managers and the goals of the organization
      Provides employees with feedback on-the-spot - when they most need it to better perform to their capabilities. Employees who agree that their manager provides them timely and meaningful feedback are about 3 times more likely to be engaged
      Creates individualized accountability - less than half of employees feel that their manager holds them accountable for their performance responsibilities. The essence of performance management leading to performance development is built on accountability.

      Performance appraisals supported by daily coaching and counselling inspire employees to perform to their capabilities resulting in a win-win-win - for the organization, the employee and, not least the least of which is the manager who is building a high performing team.

      Areas Covered in the Session
      Rationale for and the Anticipated Payback from Performance Management
      Why Performance Management is Necessary in Today's Business Environment
      The Financial Impact of Performance Management
      The 'Win - Win - Win' of Performance Management
      Implementing a Performance Management Program
      Three Tools Needed to Facilitate Your Appraisal Program
      How to Utilize Organizational Success Factors & Core Competencies in Performance Management
      Ongoing Coaching and Counselling - that Supports Your Appraisal Message
      Why Employees Don’t Do What They are Supposed to Do
      Why Managers Often Want to Avoid/Put Off Giving Feedback?
      The Fallacy of Putting Off Giving Feedback on Performance
      Five Techniques for Giving Feedback
      The Differences between Coaching & Counseling
      When to Coach & When to Counsel?
      Work Situations That May Require Coaching
      Work Situations That May Require Counseling
      Preparing for a Performance Appraisal Interview
      Mutually Establishing and Clarifying Expectations: Objectives and Competencies
      Using S.M.A.R.T. Performance Objectives
      Resources for Establishing and Defining Objectives and Desired Outcomes
      Reasons for Documenting Employee Performance
      Creating Achievement/Incident Files
      Utilizing the F.O.S.A. Performance Documentation Format
      Questions to Ask Yourself When Preparing for a Performance Appraisal
      Useful Information to Gather Before Starting an Appraisal
      11 Steps to Prepare for an Appraisal Interview
      Conducting Effective Performance Appraisal Interviews
      Seven Objectives for the Appraisal Interview
      Performance Appraisal Discussion Starters
      Six Techniques for Conducting Performance Appraisals
      A Performance Appraisal Checklist for Managers:
      Personal Preparation
      Conducting an Appraisal Interview
      Closing the Discussion
      Post Appraisal Follow Up
      Who Will Benefit
      Human Resource Professions
      Supervisors who want to improve their existing Performance Appraisal process and/or enhance their Coaching, Counseling or Appraisal skills
      Speaker Profile
      Pete Tosh is Founder of The Focus Group, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines

      Implementing Strategic HR Initiatives: Executive Search, Conducting HR Department Audits, Enhancing Recruiting, Interviewing & Selection Processes, Installing Performance Management Programs, Conducting Training Needs Assessments, Installing HR Metrics, etc. Maximizing Leadership Effectiveness: Facilitating Team Building Initiatives, Designing and Facilitating 360 Performance Assessments, Executive Coaching, Measuring and Enhancing Employee Engagement and Performance, etc.

      Event link:
      Contact Info LLC
      Phone: US: (510) 962-8903
      Phone: Zurich: +41 - 43 434 80 33
      Website :

      Cost: Payment required -

      Categories: Conferences & Tradeshows

      Event details may change at any time, always check with the event organizer when planning to attend this event or purchase tickets.

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