In Performance-CoachingSmarts ™, participants learn the core skills of accountability. What do you do when someone breaks a promise, misses a deadline, doesn't deliver, slacks off on quality? What do you do if this person is more powerful, or has a reputation for yelling, or hasn't been known to change anything, hair-do or tee-shirt, for the last 15 years?

How do the world's best leaders solve tough people problems? How do the most effective leaders get results and maintain relationships?

Topics include:

Leaping into the Fray: Tools for bringing up tough "people problems" without shooting yourself in the foot.

Motivating the Unmotivated: Skills for propelling others toward a common objective without the need for charisma or power.

Enabling the Unable: Hints for implementing a skill that's so devilishly simple that almost nobody gets it right.

Dealing with Strong Emotions: Survival tips for disarming explosive situations.
Turning Ideas into Action: Eight ways to drop old habits and pick up new-and-improved skills

Materials include handbook, participant manual, leader's guide, rehearsals, cue cards, and video.

Performance-CoachingSmarts ™
Managing performance problems is essential for vital teams and organizations. In this course, people learn how to address performance issues directly and with dignity, they learn to diagnose problems and to solve motivation and ability issues. This is the core skill for improving and maintaining accountability.

Problem:
In the worst companies and teams, no one is held accountable. In good teams and companies, bosses hold people accountable. In the best companies, anyone can hold anybody accountable and everyone does.

The problem in most companies is that people use two approaches to interpersonal problem solving that don't work. The first is that people avoid problems. They hope that time will cure all. They would rather take a "whooping" than talk to someone about a missed deadline, a broken promise, a late delivery, or shoddy work. And when they do, they lower the standards. They accept what is merely acceptable, rather than what is needed and expected

The second problem is that some people become abusive-they attack, threaten, name-call, and use other aggressive motivational tactics. And when this happens, they FEED THE HOG. What does this mean? In a nutshell, it means that some people have lots of power, but no one is without power. And when managers or co-workers use aggressive or abusive approaches to solving problems, there are negative consequences-including turnover, sabotage, rework, slow downs, and lack of initiative or risk taking. These are forms of hogs.

Solution:
During the last 25 years, we have studied the people who can solve problems to get results and maintain relationships. The people we studied are exceptional leaders-people who have achieved spectacular results and built very effective teams. And what we've discovered is that these executives, managers, supervisors, and employees use specific skills to address problems, diagnose causes, motivate and enable others, and follow through. The skills they use are the foundation of accountability. These skills allow the person to solve problems, achieve results, and build relationships.

Benefits:
Participants in Performance Coaching ™ learn:

- How to address serious gaps between whats expected and needed and what they have
- How to bring up problems in ways that maintain respect
- How to diagnose the cause of problems using the VitalSmarts ™ Six-Cell Approach
- How to deal with motivation problems
- How to enable people who face ability problems
- How to determine specific actions and then how to hold others accountable

The result-teams achieve results and maintain relationships and the hog doesn't get fed.

Improving and maintaining accountability...A Performance Priority!

For more information please contact us.