Handling Performance Discussions
Performance discussions - feedback or criticism?
Does you organisation gather valuable feedback and prepare well-structured performance discussions only to have it made ineffective by the human factor? Many people are caught up in the process and content of 'what' they are delivering and oblivious to how much their behaviour is influencing the other person. I have even experienced scenarios where the person giving the feedback is mindful of delivering it correctly and unaware how the other person is receiving it.
One thing that negates the value of performance discussions is defensive reactions; and defensive reactions are caused or fuelled by 'how' the feedback is delivered. If someone is defending themselves against the feedback, they are taking little of value from it. Can you imagine a professional sports person having a defensive reaction to feedback from their coach? It would never happen - not if they want to improve their performance.
If performance discussions are handled as an impartial and cooperative investigation into current performance, and an opportunity to investigate options and alternatives to improve performance in the future, they are remarkably empowering. Delivering feedback in this way and utilising the 'noggin' model can be a catalyst for immediate and positive behavioural change. If deployed on a large scale, this is a quantum leap in the direction of creating a culture of coaching within your organisation.
Intention
- To remind line managers of the real intentions behind performance management
- To bring into their awareness that 'how' they present the information carries more meaning and influence than 'what' they say
- To provide a set of behavioural tools that will dramatically increase the efficiency and effectiveness of performance discussions
Methodology
- Elicitation of current challenges and discussion about approaches
- Demonstration of contrasting effective and ineffective performance discussion
- Explicit input of techniques involved in managing the inter-personal dynamic
- Exercise to experience and practice the behavioural techniques
- Feedback and evaluation in the context of further real scenarios
Explicit content/techniques
- Resourceful perceptions and approaches supported by conclusive psychological study
- Body language techniques to manage the recipient's attribution of meaning to the communication
- Linguistic 'framing' techniques to prime the attention of the recipient and maintain cooperation
Outcomes
- Manage your own preconceptions or prejudices in preparation for discussions
- Set the scene using body language and linguistic framing to negate defensive reactions
- Use investigative questioning techniques to elicit specific behaviours
- Provide challenge and coach a process of discovering positive alternative approaches
Logistics
- This session can be run as a 180-minute 'nugget' or as a one-day training course
- We like to use two facilitators for the 'nugget' version of this session - optimum number of attendees is 12 the maximum is 24
- For an optimal training environment we prefer a theatre style room layout with plenty of room for participants to move around
- Equipment requirements are a flip chart (necessity) and a projector/screen (optional)
Handle Performance Discussions More Effectively Contact Noggin
To improve the way you handle performance discussions and develop a culture of coaching, why not contact us now?
