Performance Management Through 5 Key Conversations

Performance Management Through 5 Key Conversations presents 30 statements regarding current practices as a manager in developing high-performing employees. In scoring the assessment, participants determine their Overall Performance Management Score. In addition, participants create a self-profile showing scores for each of the 5 conversations. Feedback forms submitted by peers provide the data to create a second — or 'feedback' — profile. Finally, to prepare for meeting with employees, participants complete worksheets on each of the 5 conversations.

Learning Outcomes

• Identify conversational areas in need of development
• Compare perceptions with valuable feedback from direct reports
• Develop vital performance-related conversational skills.

Theory

Performance Management Through 5 Key Conversations is based on a review of relevant literature on performance management and coaching as well as the authors’ extensive experience working closely with line managers in global companies.

Each of the 5 Key Conversations between a manager and employee lead to clarity in direction and shared ownership. The quality of these conversations is determined by the extent to which mutual understanding is reached. Thus, the manager’s ability to listen, probe, and clarify are essential skills underlying all 5 conversations.

What to order: You will need 1 Self Assessment per participant. For maximum benefit, purchase 1 Facilitator Guide per trainer and to gain feedback purchase up to 3 Feedback booklets per participant.  

Uses for Performance Management Through 5 Key Conversations

Performance Management Through 5 Key Conversations is effective when used alone or as part of a management development programme (flexible enough to be used at various stages). The instrument can be used in the following ways:

• To establish a new approach to performance management in an organisation
• To provide basic skills in performance management for new managers or supervisors
• To suggest an alternate or complementary approach to existing performance management techniques being used in an organisation.