Performance Management Series for Supervisors

These courses are designed for individuals who supervise at least one faculty or staff member at the university. This series will provide supervisors with a framework for achieving results through others by building strong interpersonal relationships, providing just-in-time, supportive feedback that motivates direct reports and helps individuals improve their performance, encouraging people to take ownership of, and be accountable for, their work performance, and three-step process to identify strengths and growth areas, plan development actions, and successfully implement development plans.

It is recommended that the courses be taken in the order listed below, as the content builds upon the previous course. Registration is required for participation. 

Please note: Communicating for Leadership Success or Communicating with Impact is a prerequisite for the remaining courses in the Performance Management Series. In order to receive credit for these courses, participants are expected to be present for the entire duration. 

Communicating for Leadership Success

Organizations need employees who can do more and be more in order to succeed in today's complex environment. They need people with strong interpersonal skills who can get things done by mobilizing and engaging others.

Communicating for Leadership Success introduces leaders to the essential interaction skills that will enable you to enhance your performance as a leader who achieves results through others. You will gain tools and techniques to strengthen your communication skills allowing you to build stronger relationships with your team and other colleagues. You will learn how to plan for successful interactions and provide feedback that will be meaningful and supportive resulting in benefits for you as a leader, your team, and the organization.

This workshop may be eligible for JE credit.

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.

Setting Goals and Reviewing Results 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. This workshop will also introduce the annual performance evaluations and professional development plans for Classified and Unclassified Staff.

Prerequisite: Communicating for Leadership Success

Coaching for Peak Performance

Effective coaching is one of the most important drivers of team member performance. Whether leaders are guiding people toward success in new or challenging situations or helping people improve or enhance their work performance, their ability to coach and provide feedback makes the difference between mediocrity and high performance.

Coaching for Peak Performance helps leaders have more effective and efficient coaching discussions, by helping learners understand the importance of three coaching techniques and how to effectively handle both proactive and reactive coaching discussions,

Prerequisite: Communicating for Leadership Success 

Addressing Poor Performance

A single employee with chronic performance problems can dominate a leaders time and drag down the productivity and morale of an entire work group.

Addressing Poor Performance builds leaders skills in handling chronic performance problems. They learn how to document and present a solid case for needed improvement and use effective interaction skills to discuss performance and provide ongoing feedback and support. Leaders identify the steps to take after the performance problem discussion and determine if it is necessary to impose formal consequences

Prerequisite: Communicating for Leadership Success 

Developing Yourself and Others

Development is critical to attracting and retaining talent, driving employee engagement, preparing future leaders, and ultimately ensuring the success of the organization. Clearly, development is just as important to leaders as it is to their direct reports.

Developing Yourself and Others provides learners a practical process to guide their own and others development planning efforts. The outcome is a meaningful development plan that supports the organization's current and future business needs.

Prerequisite: Communicating for Leadership Success