Calendar of Events

**Please NOTE: On-line and fax registration for this event are closed. On-site registration will be available.

SEMINAR OVERVIEW:

Most managers dread initiating performance discussions and often avoid or mishandle them.  From the employee's perspective when their manager does initiate a performance discussion it comes across as finger pointing, fault finding and disciplinary.   Naturally this approach causes most people to react defensively, leading to a confrontational exchange between manager and employee. 

Once a manager has been through this process once or twice it becomes easier just to avoid addressing employee performance issues altogether.  Clearly there is no real mystery for why managers tend to steer clear of giving feedback and why employees don't like being on the receiving end!  

Through this experiential program gain new coaching techniques to transform the way your managers talk with employees about performance issues.

Attendees will also learn how to use questioning techniques to help the manager hone in on the one thing the employee must do to overcome a performance issue and translate that information into constructive feedback that will more than likely get the employee to agree to the developmental area.

ATTENDEES WILL LEARN TO:

• Accurately and quickly assess the overall employee performance levels of their entire team
• Uncover key information and set aside extraneous information
• Learn how to think and talk in terms of the performance they would like to see as opposed to creating messages based on calling attention to performance deficiencies
• Depersonalize tough messages by positioning the information alongside the business rationale for change;
• Find the right words to describe behavioral aspects of performance such as interpersonal skills, temperament, attitude, motivation etc
• Address performance issues in a non-critical tone and avoid the number one feedback mistake;
• Demonstrate their support of the employee while at the same time making it clear that the employee is ultimately responsible for their own performance objectives;
• Anticipate and respond effectively to employee reactions to feedback and maintain control over the discussion direction and outcome

ATTENDEES  WILL TAKE AWAY:

• The six-step PCFM process and Workbook with the right to reproduce the coaching tool for use back on the job for individual coaching sessions.
• A time saving performance coaching system you can begin using right away;
• Back on the job: A model and action plan for having managers follow through on having the conversation you have just coached them on;
• The ability to coach your managers to deliver feedback that has a greater chance for a you're right, I do need to work on this employee response instead of a defensive reaction;
• New skills that bypass the tendency to tell or give advice and instead ask questions that will help the manager see the issue and solution clearly for themselves.

Presenters:
Jamie Resker, Principal, Employee Performance Solutions
Gabriella La Monica, Training and Development Manager, BBN Technologies

Our Presenters:
Jamie Resker, Principal of Employee Performance Solutions is the originator of the Performance Continuum Feedback® Method (PCFM). The PCFM shows feedback providers and feedback coaches' new way to make sense of, communicate about and manage employee performance.   Over the course of 20 plus years as an HR and OD practitioner in the technology, human service, retail and consulting fields Jamie found the traditional method in which managers were taught and coached to provide performance feedback was often the ultimate cause for why key information was withheld from employees.  Most managers are coached to give constructive criticism, which involves creating a case revolving around examples of the employee's shortcomings. Even though the intent is to be "constructive", these messages are perceived as disciplinary and critical. This approach usually results in a defensive reaction from the feedback receiver, making it difficult to gain agreement on what needs to change. While in her last corporate HR role Jamie developed a real world solution to overcome these problems through an easily learned tool, the PCFM.  Jamie is a frequent contributor on the topic of employee performance and feedback. 

Gabriella La Monica is Training and Development Manager at BBN Technologies in Cambridge.  At BBN, Gabriella develops training programs on leadership, communication, people and project management.  She also coaches employees on communication and leadership skills, focusing on how to deliver feedback.  She works closely with employees, structuring individual methods for success, and creating change across the organization.  Under Gabriella's guidance, leaders at BBN Technologies have used the Performance Continuum Feedback Method to assist them in writing and delivering annual reviews, and to deliver consistent feedback to employees. Gabriella has a Masters in Adult and Organizational Learning from Suffolk University. 

Schedule: