There’s no doubt that supervisors and managers are busy people. And when it comes to employee development, some might even admit that the only time they discuss employee performance is during the annual review process.

But once-a-year performance appraisals aren’t enough to give employees a solid foundation for success. It takes development coaching. So what’s the difference? Performance management is focused on eliminating the weaknesses of the past and present. Development coaching, on the other hand, targets employee strengths as the basis for future performance and the achievement of long-term goals. And the other major difference? It requires the direct and regular involvement of the manager.

Part of the Reproducible Training Library, Developing Your Direct Reports shows managers how to establish strengths-based development plans, set milestones, measure outcomes, and foster growth.  Downloadable, customizable, and reproducible, it’s available as a half-day classroom training workshop, a one-hour e-learning program, and a handy self-study e-book.

Learning Outcomes

• Recognize the differences between performance management and development coaching
• Implement a strengths-based approach to development
• Provide employees with the tools to assess their strengths and development needs
• Conduct a positive development discussion
• Identify a variety of paths to development
• Create an effective individual development plan