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Managers as Coaches: Yes, You Can Boost Employee Motivation, Engagement and High Performance

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Deadline: April 12, 2017 | Date: April 12, 2017

Venue/Country: Online

Updated: 2017-03-09 17:08:13 (GMT+9)

Call For Papers - CFP

Managers who coach their people become known as good managers to work for, developers of talent, and achievers of business results. They also become better leaders in the process.” -Jack Welch, Former CEO General Electric

Are your people working harder yet performance is still below par? When a leader spends too little time managing performance, here’s what happens. Small sparks turn into creeping flames that, if not doused, quickly grow into raging fires. Work starts slipping through the cracks. Resources are squandered. Deadlines are missed. You’re constantly playing catch up.

Good managers regularly keep each member of their group or team informed about his or her work performance. If this is not done then you probably are going to have problems of employee frustration and low morale, customer complaints or dissatisfaction and unfortunately, more of your time fixing problems rather than getting your work done.

Why Should You Attend

However, many managers are uncomfortable with discussing performance issues with employees. This webinar will give you the tools to:

Improve Poor or Managerial Performance that will focus the employee on the performance problem, uncover the “real “reasons, and jointly agree upon specific actions to solve the problem.

Change Poor Work Habits such as inappropriate dress, improper use of the telephone, lateness, etc. You’ll need to handle it immediately before it spreads to the rest of the workgroup.

Recognize Good Performance that will motivate to higher performance as well as maintain improved performance and avoid slippage back to old ways

Learning Objectives

The focus of this webinar is to build the coaching competences of your managers and leaders that will engage employees to strive for high performance and productivity. These seven points will be covered:

• Introduce a performance management model and where coaching fits in

• Identify the “5 D’s” feedback process to improve performance and work habits

• Review the 5 reasons for poor or unsatisfactory performance and how to address them.

• Understand why it’s important to keep the message “clean” when giving positive feedback

• Learn the major steps of performance coaching that result in a series of specific questions and actions

• Use effective follow-up actions if the poor performance is not corrected sufficiently and how to get it back on track.

• Discover 10 tips on how to give effective feedback that will be listened to and not ignored

Who Will Benefit


• VP/Director

• Sales and Marketing

• VP of Finance

• Chief Learning Officer

• Project Managers

• Operation Managers and Supervisors

• Team Leaders

• Human Resources Professionals

• Business Unit Managers

• Boards of Directors

• Senior Management Teams

• Executive Teams

For More Info, Please Click below URL:

Keywords: Accepted papers list. Acceptance Rate. EI Compendex. Engineering Index. ISTP index. ISI index. Impact Factor.
Disclaimer: ourGlocal is an open academical resource system, which anyone can edit or update. Usually, journal information updated by us, journal managers or others. So the information is old or wrong now. Specially, impact factor is changing every year. Even it was correct when updated, it may have been changed now. So please go to Thomson Reuters to confirm latest value about Journal impact factor.