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Performance Management Through 5 Key Conversations - Starter Kit

0593E1SK
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Manage the development of high-performing employees through collaborative and constructive dialogue. By engaging employees daily in meaningful, performance-related conversations, managers build relationships and get results in a less awkward, more productive atmosphere.
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Additional information about Performance Management Through 5 Key Conversations - Starter Kit

Manage the development of high-performing employees through collaborative and constructive dialogue. By engaging employees daily in meaningful, performance-related conversations, managers build relationships and get results in a less awkward, more productive atmosphere.

Performance Management Through 5 Key Conversations is designed to help managers identify their skill level in engaging employees in five key types of performance-related conversations. The instrument allows managers to create a profile of skill level in each of the 5 Key Conversations (comparing self assessment with peer feedback), providing insight on the areas for improvement.

 Includes facilitator guide, six print self assessments, and 15 print observer forms.   

Facilitator Guide contents: 

  • Administrative guidelines
  • Background information
  • Sample training design
  • Blank training outline
  • Sample copy of re-formatted Self Assessment
  • CD-ROM containing reproducible content Microsoft PowerPoint presentation
  • Certificate of achievement template
  • Training evaluation template
  • Overhead transparency masters: tear-out pages from the back of the facilitator set that you can copy to create your own overhead materials
  • Convenient 3-ring binder format

Self Assessment contents: 

  • Assessment
  • Pressure-sensitive response form
  • Interpretive information Action planning

Observer Form contents:

  • Assessment
  • Pressure-sensitive response form

How It Works

The assessment 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 five 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 five conversations. 

Uses and Applications 

Performance Management Through 5 Key Conversations is effective when used alone or as part of a management development program (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 organization
  • 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 organization

If the feedback form is used, the manager should have at least 90 days of experience managing his/her employees. It is ideal if the manager has been through a performance review process with the employees who complete the feedback form. 

Learning Outcomes

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

What to Order 

Facilitator Set: Order one per trainer.
The comprehensive facilitator set includes everything trainers need to deliver Performance Management Through 5 Key Conversations, including background information, administrative guidelines, a step-by-step workshop outline, descriptions of the 5 Key Conversations, alternative workshop designs, Microsoft PowerPoint presentation, and sample participant materials. 

Self-Assessment: Order one per individual or participant.
The Performance Management Through 5 Key Conversations print self-assessment includes the 30-item inventory with pressure-sensitive scoring, descriptions of the 5 Key Conversations, profile chart and interpretive information, and action-planning worksheets. 

Feedback Form: Order up to 10 per individual or participant. 
Feedback forms submitted by peers provide the data to create a second - or "feedback" - profile for each participant. They include a 30-item assessment and pressure-sensitive response form.

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