Prepares Leaders to Walk Into Performance Discussions with a Solid 3-Step Plan, Validate Employees’ Feelings, and Nip Problems in the Bud
An online self-paced workshop with the most comprehensive training for preparing for performance conversations, validating employees, reeling in excuse-makers, ensuring you're fair and consistent, and nipping unacceptable performance in the bud.
The Managing to Eliminate Unacceptable Performance course is perfect for first-time managers, overwhelmed leaders, and those managing remote teams.
What's Inside Managing to Eliminate Unacceptable Employee Performance?
- Six modules of hands-on training.
- Short High-Impact Modular Learning - The instructor facilitates the Managing to Eliminate Unacceptable Performance course in a micro-learning format. Microlearning is a skill-based approach to learning that delivers information in small, highly focused chunks.
- Powerful Worksheets - The learning is enhanced with dynamic worksheets, cheat sheets, and checklists.
The Answer to Your Performance Headaches!
Mistakes in coaching and discipline make employees feel defeated, and harder for people to correct their performance. They also cause resentment, make you appear inconsistent, and make your job harder.
In this training, you'll go from feeling nervous, fearing you're soft-pedaling, and dreading employees' reactions to feeling capable, confident, and clear when addressing performance problems, explaining consequences, and setting expectations for improvement.
Managing to Eliminate Unacceptable Employee Performance is the only training of its kind that not only prepares leaders to walk into performance discussions with a solid 3-step plan, validate employees’ feelings, and nip problems in the bud using a 6-step framework, but also how to reel excuse-makers back in and feel more confident in discussions.
Frequently Asked Questions
How long is the course?
The course is 90-minutes. No rush, though, because you have twelve months' access to the training.
What is the structure of the workshop?
The instructor has neatly packaged the training into six modules and delivers each module in micro-learning lessons.
Micro-learning is a unique approach to online teaching that delivers content in short bites, perfect for the reality of remote work, short attention spans, and multiple distractions.
Will I have a chance to ask questions?
Yes! The instructor holds virtual office hours a couple of times a month. Live office hours are announced in the Master Class online community.
Course Content
Module 1: The Role of Confidence in Addressing Unacceptable PerformanceHighlights:
- Pinpoint what holds you back from addressing unacceptable employee performance and make a plan for assertive accountability.
- Identify someone you see as confident in having difficult conversations and consider what you can take from their toolkit.
- Discover a 2-minute exercise that lowers your stress level and boots your testosterone (ladies have testosterone, too) so you're more confident in challenging interactions.
- Apply the K F D principle to performance conversations, so you're focused and clear.
Highlights:
- How Repeating the Person's Last Three Words Makes Them Open Up - This tip from a former international hostage negotiator makes employees open up and gets you to the root problem.
- Remove Resistance Through Validation and Labeling - Saying "It seems like" or "It sounds like" validates feelings and removes resistance. Learn how to use these words powerfully.
- Get to the Root Cause by Asking Why 5 Times - A brilliant easy root-cause analysis tool is to merely ask why five times. Learn to use this approach with your employees.
Highlights:
- Recognize the four biggest mistakes managers make - mistakes that create bigger headaches.
- The flame analogy is something you won't forget and ensures you set clear expectations, give feedback immediately, and stay consistent.
- Remove resistance and set yourself up for success with transparency.
Highlights:
- Maintain employee esteem and make performance meetings a dialogue, which makes things easier for everyone.
- Validate employees' feelings without back-stepping on accountability and consequences.
- Break down precisely how to assertively address objections employees and contractors present when you give them performance feedback.
- Get agreement that a problem exists, which makes it easier to get employee buy-in for correcting performance.
Highlights:
- Not every problem needs a six-step sit-down meeting, yet you don't want to ignore the behavior. In this module, the instructor gives you two easy steps for preempting more significant issues.
- How to Not Sound Nitpicky - Four tips to take you from principal perception to performance coach.
- How to coach through questioning. That's it. Just ask questions.
- How to Reel Excuse-Makers Back to Focusing on the Issues - Five phrases, word-for-word to refocus the conversation.
- Goal-setting
- Assessment
- Certificate
Total Training Time: 90 minutes
SHRM Re-certification - This program, 22-7DMPF, has been approved 1.5 PDC credits.
Course Provider
Ms Myra Golden,
Founder ,
Myra Golden MediaMyra Golden is the founder of Myra Golden Seminars, LLC. She is a long time speaker and training partner to many Fortune 500 companies across the nation. She creates fun and engaging classes to teach her clients to give their customers the best possible experience.
Myra’s engaging approach to customer service training is loved by her clients. Many of her clients rave about her workshops, saying things like:
“I was very pleased with Myra’s presentation. But even more so, I was left with a sense of new energy and desire to put her recommendations to use. I can’t wait for Monday!” – TIM O’LAUGHLIN, THE COCA-COLA COMPANY
Her impressive resume includes many of the world’s biggest companies, like:- McDonald’s
- Coca-Cola
- Frito-Lay
- Walmart
- Verizon Business
Who Should Attend
Leaders who:
- Tend to ignore problems, hoping employees will self-correct
- Sit down with good intentions for a focused conversation but end up backpedaling
- Fear you’ll sound nitpicky so you don’t say anything
- Have performance meetings that take longer than they should, and improvement is still not seen
- Have heard employee complaints that aren’t fair or consistent
- Have a hard time getting employees to see the problem with their performance or behavior
