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Setting Goals and Reviewing Results

Interaction Management®

Setting Goals and Reviewing Results

People are more engaged and strive for better results when they feel ownership of their work process and outcomes. Unfortunately, leaders fail to engage and reinforce this sense of ownership during performance management discussions.

This course will show the positive effect of shifting the traditional role of planner and evaluator from the leader, to a shared responsibility between leader and employee. This shift builds employee ownership, and allows the leader to focus on coaching and developing throughout the performance cycle. Leaders will experience how to use effective (SMART) goals to help them and their employees track progress and fairly evaluate outcomes. A well-written performance plan is also a powerful tool for leaders to use when determining where to focus their development and coaching discussions with their employees.

Do You Face Any of These Issues?

  • Are leaders bearing all the responsibility for monitoring, collecting, and analyzing performance data?
  • Do leaders spend too much time coaching for improvement due to employees’ lack of commitment to a performance plan?
  • Do employees go into performance reviews with a fear of the unknown?

Performance Objectives

Helps leaders:
  • Ensure direct reports take a more active role in managing their performance.
  • Manage performance on an ongoing basis while working within the organization’s time parameters for goal setting and performance reviews.
  • Provide the ongoing coaching and feedback your direct reports need to achieve their goals.
  • Increase your direct reports’ confidence and commitment to their own success.

Related Courses

Talk to an Expert: Setting Goals and Reviewing Results
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