Leadership

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What is effective performance management? Understand the key components of performance management including expectation setting, empowerment, evaluation, reward and ongoing feedback and why it’s important in today’s workplace.

How do leaders contribute? Recognise the expectations of people leaders and explore the link between leadership behaviour and performance and how to foster a culture of excellence.

How do we effectively evaluate performance? Assess capacity (the “what”) and conduct (the “how”) against performance standards in a fair and objective manner.

What can we do to influence performance? Appreciate how leaders can positively influence performance through empowerment, coaching and reward.

How do we conduct performance conversations? Explore communication techniques and tools to conduct everyday performance conversations in a reasonable manner. Discover a simple but effective feedback technique that is fair, accurate and meaningful.

What can we do if someone is “off the boil”? Identify possible causes of performance issues and appropriate actions and interventions that support effective management of issues, and have a positive impact on workplace culture.

Where can we seek assistance? Tap into the network that provides guidance, reassurance and support to people leaders undertaking effective performance conversations.

Are there any legal considerations? Learn how to apply relevant processes in managing under performance, including the principles associated with procedural fairness and the requirements relating to documentation.

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Strong influencing and negotiation skills are integral in the workplace and life in general. Being able to communicate by knowing what to say and how to say it supports successful outcomes.

This one day workshop is designed to gain consensus and commitment from others and resolve issues and conflicts, giving participants strategies and tools to influence stakeholders and to work towards positive and mutually satisfactory outcomes.

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This workshop provides new supervisors with the tools to proactively set up their team dynamics (including routines, expectations and practices) that will foster collaboration and productivity in a conscious, strategic and deliberate manner.

• Identify the differences between a 'conscious leader' and an 'unconscious leader' and approach their own leadership strategically and proactively
• Understand new roles and responsibilities and define personal and professional boundaries within those roles
• Develop a sense of leadership identity (who I am as 'leader') Have tools to effectively give and receive feedback
• Understand how to work with a range of people and navigate tricky situations
• How to understand and draw on the motivations of team members How to set expectations (explicitly) and have difficult conversations when needed
• How to co-author a productive and resilience team culture

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Have you ever wondered why humans generally find conflict so difficult? Perhaps you have wanted to get better at offering feedback, raising sensitive or contentious issues, or managing your own emotions during conflict? In the Neuroscience of Tough Conversations, understand why humans avoid conflict (managers are not immune to this!), the emotional and cognitive responses to tough conversations and develop the skill set necessary to engage in purposeful and productive tough conversations.

• Understand why people avoid engaging in tough conversations.
• Understand the role of emotions and how emotions may change and affect thinking.
• Know how to give and receive feedback effectively Know how to identify and track emotional responses experientially.
• Explore a methodology to plan for tough conversations.
• Gain strategies for emotional management and overcoming personal blockers to engaging in tough conversations.