Each Center for Leadership and Development course includes unique post-class reinforcement materials available for 1 year. Content such as ebooks, videos, personal and team assessments, templates, and team building materials have been curated to ensure you continue your journey, transform into the leader you were meant to be and drive real results for your organization. To learn more about transformative professional development visit www.succeedwithcld.com

Performance Management

In this course, students learn to identify and manage difficult employees, monitor their behavior, develop clear and effective communications techniques, give and receive feedback, identify workplace conflicts and present resolutions.

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Learning Objectives

After completing this course, students will know how to:

  • Identify difficult personality types and the effect they can have in an organization; manage difficult employees and monitor their behavior; and document ongoing changes in behavior and performance.
  • Communicate clearly and effectively, both verbally and nonverbally; improve your listening skills; communicate with difficult supervisors and co-workers; and identify types of employee dismissals.
  • Identify the focus of feedback, and give and receive feedback effectively; provide positive and constructive feedback, and monitor performance afterwards; identify communication styles; manage difficult feedback sessions; and identify when to avoid giving feedback.
  • Identify some common myths associated with workplace conflicts, common reasons that conflicts arise, and types of workplace conflict; and distinguish between conflict management and conflict resolution.
  • Identify conflict resolution styles; resolve workplace conflicts, including team conflicts; and identify the communication skills required to resolve conflicts.


    Course Details

    Course Outline

    1 - Getting Started
  • Workshop Objectives
  • 2 - The Basics
  • What is Performance Management?
  • How Does Performance Management Work?
  • Tools
  • Case Study
  • 3 - The Basics (II)
  • Three Phase Process
  • Assessments
  • Performance Reviews
  • Case Study
  • 4 - Goal Setting
  • SMART Goal Setting
  • Specific Goals
  • Measurable Goals
  • Attainable Goals
  • Realistic Goals
  • Timely Goals
  • Monitoring Results
  • Case Study
  • 5 - Establishing Performance Goals
  • Strategic Planning
  • Job Analysis
  • Setting Goals
  • Motivation
  • Case Study
  • 6 - 360 Degree Feedback
  • What is 360 Degree Feedback?
  • Vs. Traditional Performance Reviews
  • The Components
  • Case Study
  • Module Six: Review Questions
  • 7 - Competency Assessments
  • Competency Assessment Defined
  • Implementation
  • Final Destination
  • Case Study
  • 8 - Kolb's Learning Cycle
  • Experience
  • Observation
  • Conceptualization
  • Experimentation
  • Case Study
  • 9 - Motivation
  • Key Factors
  • The Motivation Organization
  • Identifying Personal Motivators
  • Evaluating and Adapting
  • Case Study
  • 10 - The Performance Journal
  • Record Goals and Accomplishments
  • Linking with Your Employees or Managers
  • Implementing a Performance Coach
  • Keeping Track
  • Case Study
  • 11 - Creating a Performance Plan
  • Goals
  • Desired Results
  • Prioritization
  • Measure
  • Evaluation
  • Case Study
  • 12 - Wrapping Up
  • Words from the Wise
  • Lessons Learned
  • Actual course outline may vary depending on offering center. Contact your sales representative for more information.

    Who is it For?

    Target Audience

    Performance Management

    Course Length : 1 Day

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