Conducting Fearless Performance Reviews – Strategies for Enabling Collaborative, Employee-Centered, and Fearless Performance Coaching Conversations
Jeff Russell, Co-Director, Russell Consulting Inc.
How would you rate the effectiveness of your company’s performance reviews? Do they inspire employees toward achieving great performance? Do they facilitate individual insight and learning? Unfortunately, most traditional performance reviews fail at fully engaging, inspiring, or leveraging employee talents. Employees and supervisors often approach the annual review with anxiety, fear, and dread. As a result, most reviews fall short in achieving their core purpose: strengthening employee ownership for and commitment to performance improvement.
In this pre-conference seminar, we’ll explore the fearless and fear-inducing performance reviews; introduce an overarching framework for managing performance called the Great Performance Management Cycle; explore a powerful suite of values, assumptions, and behaviors called the Collaborative Mindset; review best practices for effective performance progress review forms, examine strategies for maximizing employee ownership of and learning during the progress review, and introduce a framework for conducting truly fearless performance coaching conversations.
As a result of participating in this seminar, you’ll be able to:
• Describe the characteristics of a fearless review.
• Apply insights from the Great Performance Management Cycle to how you lead the performance management process.
• Strengthen employee engagement and ownership for performance management – including taking a lead role in the performance coaching conversation.
• Transform the traditional performance review into a more collaborative and fearless coaching conversation.
• Design performance progress review forms that support employee ownership and a collaborative conversation between the employee and supervisor.
The Flow of Learning During The Session:
1. Identify characteristics of fearless and fear-inducing performance reviews.
2. Explore the Great Performance Management Cycle.
3. Strengthen employee ownership for performance success.
4. Examine the governing values and the enacting behaviors of the Collaborative Mindset.
5. Structure the fearless and employee-centered performance coaching conversation to facilitate learning and growth.
6. Design performance progress review forms that support the collaborative coaching conversation.