Summary
In this three-day program managers learn to manage the performance of their work unit and develop the capabilities of those who report to them. Participants learn how to establish and communicate clear and measurable goals; create positive expectations that stimulate employee performance; establish a high-performance work environment; and conduct formal and informal performance reviews in a way that encourages people to accept responsibility for their own development. In addition, participants also learn how to deal with difficult issues such as failure to carry out assignments, meet performance objectives and work with others cooperatively.

Improving productivity and organizational performance is the key to competitiveness. Yet, individuals respond differently to specific management styles, forms of communication, and performance expectations. Managers who understand this and who can adapt their own practices to fit the varying needs of their employees are the ones who will (1) align and empower their people; (2) build productive relationships; (3) stimulate responsible risk-taking and innovation; and (4) foster truly collaborative efforts. They are also the ones who will stimulate growth and professional development of their employees with greatest success. 

Course Outcomes
For an organization to remain competitive, its managers must achieve better results tomorrow with today's staff and resources. Yet, the specific styles and management practices needed to motivate and develop one employee may not help the next. In this program, managers will learn the practical skills and practice alternatives they can use to motivate and develop the performance of people with differing needs and styles. In addition to a clear assessment of their own current skill set, including strengths and improvement opportunities, participants will learn to:

• Develop strategies and styles that will meet the motivational needs of differing individuals;
• Develop and communicate positive expectations that stimulate employee performance more effectively;
• Assess the use of different management styles and strategies with problem employees;
• Recognize the impact of their own expectations, the climate of their work unit, their feedback, the information they share, and the assignments they make on the performance of their work unit;
• Increase their own effectiveness in providing constructive feedback, both in informal coaching situations and in formal performance reviews;
• Identify individual motivational needs of their work unit members, as well as specific tactics and strategies to meet those differing needs in improving performance;
• Begin using techniques to help their direct reports to take personal responsibility for their own performance improvement; and
• Develop and implement both individual and unit-wide performance improvement plans. 

This program utilizes Sterling Institute’s Performance Management Questionnaire to provide personal feedback to participants from their direct reports on the impact of their current management practices on employee performance. This feedback connects directly with each module’s learning objectives to help participants plan for their own performance improvement.