The assessment presents 30 statements regarding current practices as a manager in developing high-performing employees. In scoring the assessment, participants determine their Overall Performance Management Score. In addition, participants create a self-profile showing scores for each of the 5 conversations. Feedback forms submitted by peers provide the data to create a second - or "feedback" - profile. Finally, to prepare for meeting with employees, participants complete worksheets on each of the 5 conversations.
Uses for Performance Management Through 5 Key Conversations
Performance Management Through 5 Key Conversations
is effective when used alone or as part of a management development program (flexible enough to be used at various stages). The instrument can be used in the following ways:
- To establish a new approach to performance management in an organization
- To provide basic skills in performance management for new managers or supervisors
- To suggest an alternate or complementary approach to existing performance management techniques being used in an organization
If the Feedback Form is used, the manager should have at least 90 days of experience managing his/her employees. It is ideal if the manager has been through a performance review process with the employees who complete the Feedback Form.
Managers, and anyone who conducts perfomance evaluations.
Self-assessment and workshop
Proficienccy with each of 5 types of performance conversations
What to Order
Order one per trainer.
The comprehensive facilitator set includes everything trainers need to deliver Performance Management Through 5 Key Conversations
, including background information, administrative guidelines, a step-by-step workshop outline, descriptions of the 5 Key Conversations, alternative workshop designs, Microsoft PowerPoint presentation, and sample participant materials.
Order one per individual or participant.
The Performance Management Through 5 Key Conversations
print self-assessment includes the 30-item inventory with pressure-sensitive scoring, descriptions of the 5 Key Conversations, profile chart and interpretive information, and action-planning worksheets.
Order up to 10 per individual or participant.
Feedback forms submitted by peers provide the data to create a second - or "feedback" - profile for each participant. They include a 30-item assessment and pressure-sensitive response form.
Marianne Minor, MSW, LCSW is president of her own consulting firm, Marianne Minor and Associates, based in San Jose, California. The firm focuses on leadership and organizational development. Marianne has over 15 years of experience in coaching executives and designing and delivering leadership workshops. She served on the faculty at General Electricís Management Development Institute for five years. Her other clients include Pacific Gas and Electric, Adaptec, Lockheed, and Santa Clara University. Marianne has a BA in Psychology, a Masters degree in Social Work, and is licensed for private practice as a Clinical Social Worker. She also is the author of three books on management.
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Mentoring In The Moment
Mentoring in the Moment addresses this modern trend by providing a framework that mentors can use to identify and respond to mentoring opportunities. This 20-item instrument describes mentoring as a journey with specific phases that unfold over time, each requiring a different type of mentoring behavior.
Performance Appraisal Skills Inventory
The Performance Appraisal Skills Inventory identifies strengths and weaknesses in six skill areas via an 18-item assessment. Participants then learn a simple 6-step process for conducting effective performance appraisal meetings.
This program teaches you the basic concepts of a performance management system and the means needed for building and implementing a performance strategy within your organization. This understanding empowers you to translate your strategy into actions that can be measured and monitored throughout your organization.