Courses

Introduction

• The organisation’s approach to dealing with underperformance
• The leaders role in addressing under-performance
• What are the advantages to addressing poor performance?
• Current unfair dismissal laws
• Some typical areas where staff under-perform
• What are the four generic reasons why staff under-perform?
• Generic solutions to each reason

Proving daily feedback to staff

• The Johari Window
• The SARAH reaction to feedback
• The hesitancy of Australian leaders to provide feedback
• What is the cause of the under-performance – skills level, apathy or  goal
• Finding solutions to the underperformance
• The three tier approach to delivering feedback:
• Models of scripting for constructive and facilitative feedback

•  
  • Constructive feedback
  • Facilitative feedback
  • Performance counseling interview

Dealing with continued under-performance

• Seven steps in conducting the interview
• State the expected standard
• State the performance level
• Agree the gap
• Determine causes
• Find solutions
• Implement solutions
• Follow –up
  • Skills associated with conducting the interview:
  • Asking questions
  • Active listening
  • Joint problem solving – GROW model
  • Facilitating self analysis

Difficulties that staff members have met in previous performance counselling situations

Closure

Major take-aways