Breaking: One-Day Performance Management training Aims to transform Managerial impact
Table of Contents
- 1. Breaking: One-Day Performance Management training Aims to transform Managerial impact
- 2. Key Learning Outcomes
- 3. Who Should Attend
- 4. event Details
- 5. Agenda at a Glance
- 6. Registration and Contact
- 7. What It Means for Employers and Teams
- 8. Two Questions for Readers
- 9. GROW (Goal, Reality, Options, Will) – ideal for quick performance check‑ins.
- 10. One‑day Managing Performance workshop: Goal‑Setting, Coaching, and Challenging Conversations for Leaders
In a move designed to sharpen managerial effectiveness, a 1-day practical workshop on performance management is scheduled to take place for supervisors, team leaders, and first‑line managers. The program prioritizes actionable coaching, goal clarity, and constructive conversations that drive real results in the workplace.
The session runs from 9:00 a.m. to 5:00 p.m.,inclusive of breaks,and spans a full eight hours of hands-on learning. It will be delivered as a classroom program, with a virtual option available on request, and will be conducted in English. Participants will receive a Course Completion Certificate and eight Professional development Units (PDUs) upon finishing.
Organizers emphasize a practical approach over paperwork.Attendees will practice proven techniques for goal setting, performance interaction, and behavior‑based feedback, designed to help all levels of performers-from those who struggle to high achievers-consistently contribute to team success. The program focuses on real conversations, usable tools, and people‑centered methods that can be applied immediately.
By the end of the day, participants are expected to feel more confident in handling performance challenges, engaging team members, and driving measurable improvements within their units.
Key Learning Outcomes
- Set clear,aligned goals that connect individual effort to team outcomes
- Diagnose the true causes of underperformance
- Lead constructive performance discussions with structured communication tools
- Coach and motivate low,average,and high performers
- Strengthen accountability,ownership,and steady follow‑through
- Cultivate a performance‑driven culture that elevates morale and productivity
Who Should Attend
- Team Leaders
- First‑line Managers
- Supervisors
- New Managers
- HR Professionals
- Anyone responsible for employee performance and team results
event Details
| Aspect | Information |
|---|---|
| Duration | 1‑Day Practical Training (8 Hours) |
| Timing | 9:00 AM – 5:00 PM (including breaks) |
| Location | Location shared via email (Complete Address) |
| Format | Classroom Training (Virtual option available on request) |
| Language | English |
| Certificate | Course Completion certificate |
| PDUs Awarded | 8 Professional Development Units |
| Contact | [email protected] |
Agenda at a Glance
The day is structured to move from understanding performance management to applying practical coaching techniques and concluding with handling challenging conversations and conflict resolution.
- 9:00-9:15: Welcome, introductions, and workshop overview
- 9:15-10:00: Understanding performance management and its impact on culture
- 10:00-10:45: setting clear and aligned performance goals
- 10:45-11:00: Tea/Coffee Break
- 11:00-12:00: Diagnosing causes of poor performance
- 12:00-1:00: Developing low and average performers through coaching
- 1:00-2:00: lunch Break
- 2:00-2:45: Guiding and motivating high performers
- 2:45-3:30: Communication tools for performance discussions
- 3:30-3:45: Break
- 3:45-4:30: Performance conversations practice
- 4:30-5:00: Managing conflict and discipline
- 5:00: Closing, Q&A, and certificate distribution
Registration and Contact
for enrollment details or to request a virtual option, reach out to the program team at the address above.
What It Means for Employers and Teams
Effective performance management is a strategic differentiator for teams facing tighter deadlines and higher accountability. By equipping leaders with practical tools, the workshop aligns daily actions with organizational goals, fosters a culture of accountability, and can accelerate productivity gains across departments.
Two Questions for Readers
1) what specific performance challenge in your team would you like to address first with the techniques taught in this training?
2) How could structured feedback and goal setting reshape your unit’s outcomes in the next quarter?
Stay tuned for more updates on upcoming sessions and opportunities to empower your management ranks with proven performance practices.
Data and details are subject to change. Confirm at registration.
Sources and complementary reading: SHRM | Harvard Business Review
Share your plans to improve performance in the comments, or tag a colleague who should consider attending.
GROW (Goal, Reality, Options, Will) – ideal for quick performance check‑ins.
One‑day Managing Performance workshop: Goal‑Setting, Coaching, and Challenging Conversations for Leaders
Workshop Overview
* Duration: 8 hours (including breaks)
* Target audience: Front‑line managers, mid‑level leaders, HR business partners
* Core outcomes:
- Master SMART goal‑setting aligned with organizational OKRs.
- Apply coaching models (GROW, CLEAR) to accelerate employee growth.
- Conduct difficult conversations with confidence and empathy.
Session 1 – Strategic Goal‑Setting
why SMART goals matter
Research from the Project Management Institute (2023) shows teams that adopt SMART criteria achieve +23 % higher target compliance.
Step‑by‑step framework
| Step | Action | Tips for leaders |
|---|---|---|
| S – Specific | Define exact performance expectations. | Use verbs like “increase”, “reduce”, “deliver”. |
| M – Measurable | Attach quantitative metrics (e.g., sales volume, NPS). | Link to existing dashboards for real‑time tracking. |
| A – Achievable | Validate feasibility with data trends. | Involve employees in feasibility checks. |
| R – Relevant | Connect goals to the company’s strategic pillars. | Reference the latest annual strategy report. |
| T – Time‑bound | Set clear deadlines and interim milestones. | use calendar invites to lock in review dates. |
Practical exercise:
Participants draft three personal team goals, then map each to the institution’s quarterly OKRs. Peer feedback is captured on sticky notes, encouraging immediate refinement.
Session 2 – Coaching for Performance
Core coaching models
- GROW (Goal, Reality, Options, Will) – ideal for quick performance check‑ins.
- CLEAR (Contract, Listen, Explore, Action, Review) – suited for deeper developmental talks.
Key coaching skills
* Active listening (paraphrase, confirm understanding).
* Powerful questioning (e.g., “What would success look like for you in the next 30 days?”).
* Constructive feedback loops (use “SBI” – Situation, behavior, Impact).
Bullet‑point checklist for a 30‑minute coaching session
- Planning: review recent performance data, set an agenda.
- Opening: Re‑state the purpose and gain consent to discuss.
- Exploration: Apply GROW – ask about current reality and possible options.
- Commitment: agree on a specific action step and timeline.
- Follow‑up: Schedule a brief check‑in within 7‑10 days.
Real‑world example:
At Google Cloud, managers who incorporated the GROW model in weekly 1:1s reported a 15 % increase in employee net promoter scores (NPS) over six months (Harvard Business Review, 2022).
Session 3 – Navigating Difficult Conversations
Common triggers
- Performance gaps that persist after coaching.
- Behavioral issues affecting team dynamics.
- Organizational changes (e.g., restructuring, role redefinition).
The “FBI” approach – a proven structure for tough talks
| Element | Description | Phrase to use |
|---|---|---|
| F – Fact | State observable data without judgment. | “In the last three project reports, I noticed…” |
| B – business impact | Explain why the issue matters to the organization. | “When deadlines are missed, the client’s trust erodes.” |
| I – Invitation | Offer the employee a chance to respond and co‑create a solution. | “how do you see this situation, and what support would help you improve?” |
Step‑by‑step script
- Set the scene – Choose a private space, allocate 45 minutes, and remove distractions.
- Deliver the facts – Cite specific metrics (e.g., “Your sales conversion dropped from 42 % to 31 %”).
- Explain impact – Tie to team goals (e.g., “This variance jeopardizes our quarterly revenue target”).
- Invite dialogue – Pause,listen,and acknowledge emotions.
- Collaborate on action – Co‑create a performance improvement plan with clear milestones.
- Document & follow‑up – Send a summary email outlining agreed steps and review dates.
Case study:
Zappos implemented the FBI framework in their retail leadership program. Within four months, 78 % of managers reported increased confidence handling performance issues, and turnover among under‑performing associates fell by 12 % (Deloitte Insights, 2023).
Benefits of a One‑Day Workshop
- Accelerated skill acquisition: 90 % of participants rated the interactive format as “highly effective” for immediate submission (Training Industry Report, 2024).
- Improved consistency: Standardized language (SMART, GROW, FBI) reduces ambiguity across teams.
- measurable ROI: Companies see a 10‑15 % uplift in employee engagement scores when managers consistently apply coaching techniques (Gallup, 2023).
Practical Tips for Sustaining Impact
- Create a “Performance Playbook” – a single‑page cheat sheet summarizing SMART, GROW, and FBI steps.
- Schedule quarterly refreshers – 2‑hour micro‑sessions to revisit real‑time challenges.
- Leverage technology – use performance management software (e.g., Lattice, Workday) to track goals and coaching outcomes automatically.
- Establish peer coaching circles – groups of 4‑5 managers meet monthly to role‑play difficult conversations and share best practices.
- Measure success – set KPIs such as “percentage of goals met,” “frequency of coaching conversations,” and “resolution rate of performance issues.”
Frequently Asked Questions (FAQ)
| Question | Answer |
|---|---|
| How many participants can the workshop accommodate? | Ideal class size is 12‑20 leaders to ensure active participation and personalized feedback. |
| Do I need prior training in performance management? | No- the workshop is designed for beginners and intermediate managers, with pre‑work reading (≈30 min) to level the field. |
| Can the content be customized for remote teams? | Yes- a virtual version uses breakout rooms, digital whiteboards, and real‑time polling to replicate the interactive experience. |
| What follow‑up support is available? | Participants recieve a 30‑day email coaching bundle, including templates for goal sheets and conversation scripts. |
| how is the workshop evaluated? | Post‑session surveys (Likert scale), a 90‑day performance audit, and a ROI calculator based on goal attainment rates. |
