“We invest so much in developing the technical skills of our employees and yet the important skills of supervising, leading, and managing performance are often ignored or assumed to be there until we discover that they aren’t. The High Performance Leadership program designed specifically for the Service Area at Trane has had a tremendous impact on the morale and confidence of our supervisors and managers and as a result teamwork and productivity have increased. I highly recommend that you send your service supervisors to this program.”
Jay Allison, President, Tampa Bay Trane
“I thought that you did an outstanding job of engaging our Service Area in the High Performance program and getting strong buy-in on the task on which you were working. I sensed a real excitement by a large majority of those participating and a sense that they were involved in a valued learning process. Thanks for your help in this important work.
Douglas B. Cohn, LEED AP
Chief Executive Officer, TampaBay Trane
Tampa District Manager, Trane Commercial Systems
“We needed to place an emphasis on performance management in our organization; your firm implemented its High-Performance Leadership Program. Your excellent team of consultants utilized their expertise and experience to train our supervisors and managers on how to focus on performance management, set expectations, coach staff, and follow up and maintain performance commitments. I was extremely pleased with the results and consider our work with your firm vital to our operations today.”
Bruce Loucks, Charlotte County Administrator
“High-Performance Leadership is changing the culture of our operations. We now have better communication between management and employees, and that’s already paying dividends in meeting employee satisfaction. Key Associates, Inc. has done an outstanding job helping us be successful.”
Keith Britts, Fixed Operations Director
"I have high standards for management training sessions, and this one exceeded my expectations. Deb was fabulous. She had credibility and
leadership style that enabled her to engage our group on issues in a way that really opened people’s eyes. This course can now be the foundation for some hard discussions in our organization. We all came out of it thinking that we learned a lot, but have a lot of work to do as well. Key Associates does great work!"
Lisa Rohrer, President & CEO
Sterling Research Group, Inc.
Are performance and productivity levels falling in your organization because supervisors and managers are having trouble setting clear performance expectations and managing to them?
Are you concerned about lawsuits because of the way performance issues are managed?
Is lack of leadership negatively impacting morale and your bottom line?
High-Performance Leadership© is an integrated training and development approach to building leadership and management skills. This leadership business coaching program will:
Develop and enhance performance across your organization so that you can achieve the results you want.
Establish clear performance expectations and goals so that associates are accountable.
Provide skills and organizational change strategies so that managers grow and develop others.
As organizations look at their return on investment, focusing on people resources translates into increased productivity, quality and retention. This leadership development and training program is designed to help those who directly or indirectly lead others to be more effective in managing performance and coaching.
Overview of Modules
Module 1: Leading to Enhance Performance
Leadership requires building trust, being consistent and helping others be their best. Moving from contributing to an organization as an individual or as a manager to being a leader requires a shift in thinking and in skills. In this introductory module to the leadership development program, the roles and responsibilities of managing and leading are outlined and applied to workplace issues.
Module 2: Setting Expectations
Associates need guidance. Job descriptions are not enough. Company goals are not enough. Associates need and want to understand what’s expected of them and the criteria for success. They want to see where their jobs fit in to the big picture and how their work objectives can mesh with their personal goals. In this module managers will learn how to establish and communicate specific performance expectations and
set behavioral standards at work.
Module 3: Coaching and Giving Feedback
Good performance is a learning process. Like all of us, associates need to know where they stand and how they are doing on a frequent basis. They need help understanding what went well and what needs improvement. In order to be helpful, feedback must be specific, immediate and respectful. In this module managers will learn how to give day-to-day feedback and coach associates toward improved performance.
Module 4: Following up on Performance Commitments
Despite a manager’s best efforts, there are times when an associate does not respond. There can be many reasons why an associate’s performance or work habits fail to meet expectations. The manager’s role is to identify the problem, seek a mutual understanding with the associate, clarify expectations and consequences, and assist the associate in developing a plan for success. In this leadership development module, managers will learn how to identify and document performance and work habit issues and involve the associate in reaching a satisfactory resolution. In turn, managers will also learn how to handle disciplinary discussions and take appropriate action when necessary.
Module 5: Planning and Supporting Development
Associates not only want to succeed, but also most want to grow - either in responsibility or in the breadth and depth of their knowledge and skills. All associates need development plans to guide them in skill enhancement and organizational growth. The manager’s role is to help associates understand and develop their skills, thereby benefiting both the company and the associate. The most meaningful type of development occurs on the job and with the guidance of a manager/mentor. In this module managers will learn how to use delegation and other on-the-job assignments as opportunities for development. In addition, through leadership skill development, managers will learn how to prepare development plans that are mutually beneficial and help associates in achieving their developmental goals.
For an assessment of how you are doing in leading performance, click here.
To download a PDF eBrochure of High Performance Leadership©, click here.
To download a PDF eBrochure on Healthcare Evidence-Based Performance Leadership©, click here.