“I cannot lose my power so much that powerless things start overpowering me.” — J M Sampath

Performance Management and Coaching

People are an intrinsic part of every organization. Today’s organizations are faced with the challenge to identify and develop channels to draw and develop the potential of their workforce. Performance Management is about executing the organizational strategy and not merely Performance Appraisal. Teamed with Performance Coaching it is an ongoing process and believes in a win-win situation.

Introduction

“The difference between ordinary and extraordinary is that little extra.”

People are an intrinsic part of every organization. Today’s organizations are faced with the challenge to identify and develop channels to draw and develop the potential of their workforce. What drives a person and motivates them to perform? How can the organization understand, monitor and enhance their performance? People are vital assets of the organization along with systems, procedures and technology and their efforts contribute extensively in its development, growth and its ultimate success. People are as different as the five fingers of our hand and thus it is important for today’s managers to understand the diverse traits and characteristics of human nature and then try to extract the best out of them. Performance Management is about executing the organizational strategy and not merely Performance Appraisal. Teamed with Performance Coaching it is an ongoing process and believes in a win-win situation. The workshop aims at the following:

Objectives

  • Understanding what drives an individual to their best performance
  • Understanding the factors influencing the work life
  • Understanding motivation and its different facets
  • Experiencing and understanding people’s roles and their responsibilities in an organizational context
  • Identifying the importance, contribution and the differences between personal capacity and the team capacity
  • Understanding the vital role of feedback and method of soliciting and giving feedback
  • Identifying and assessing the prevalent practices of performance system in the Fortune 500 companies
  • Understanding the factors influencing emotions in individuals and drawing personal emotional quotient
  • Understanding what goes into coaching people effectively and how effective one is as a coach
  • Insights into myths and critical dimensions of communication
  • Enabling people to understand the potential of individuals
  • Planning, managing and influencing people’s performances

Process:

The methodology adopted is primarily semi-structured wherein enough scope is provided for the deeper human processes to emerge. The small group activities are designed so as to enable an individual to look into their own inner self with a clear purpose to understand themselves and human processes. Audio and Video clippings are used to drive home the points. Case studies and role plays are used along with reflection exercises.

Outcomes:

  • A better understanding of oneself as a Coach and mentor
  • A deeper understanding of the meaning of performance
  • Understanding of the contributions one needs to make at the various levels in the organization
  • Ability to asses individual’s and team performance
  • A deeper understanding of ones emotions, and the need to develop the weaknesses in handling emotions of oneself and others
  • The understanding about looking at alternatives to people development in an organization
  • A deeper appreciation for roles in an organization and understanding one’s orientation towards the same
  • The way of planning and managing performance in an organization

The Competencies this workshop aims to build in the Participants:

Managing systems and processes: Has developed the ability to effectively use systems and processes to measure, monitor, manage, or impact performance.

Composure: The ability to maintain a constructive and composed focus in facing and overcoming tough situations.

Time sense: The ability to understand the timeliness and planning required while executing a task.

Matured mentoring and coaching: The ability to handle emotions at work place and nurture second line development.

Developing people: The ability to provide job-relevant learning, developmental experiences, and feedback to enhance individual performance.

Building team spirit: The ability to develop and maintain productive, effective, high morale, and high performance teams.

Planning, organizing, and coordinating: The ability to efficiently develop and implement plans to accomplish goals.

Performance management: The ability to set clear goals for self or others; assigns responsibility; measure performance; and seeks and delivers feedback to achieve quality, timely results.

Duration of the Workshop: Two days

Participant profile

  • Functional Head/ Sector Heads
  • Senior Management
  • Supervisors/ Team leaders
  • Human resource professionals heading the function.

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