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Training tools for developing great people skills.

Performance Management Through 5 Key Conversations

Performance Management Through 5 Key Conversations by HRDQby Marianne Minor
and Jocelyn Kung

Manage the development of high-performing employees through collaborative and constructive dialogue. By engaging employees daily in meaningful, performance-related conversations, managers build relationships and get results in a less awkward, more productive atmosphere.

Performance Management Through 5 Key Conversations is designed to help managers identify their skill level in engaging employees in 5 key types of performance-related conversations. The instrument allows managers to create a profile of skill level in each of the 5 Key Conversations (comparing self assessment with peer feedback), providing insight on the areas for improvement.

Learning Outcomes
  • Identify conversational areas in need of development
  • Compare perceptions with valuable feedback from direct reports
  • Develop vital performance-related conversational skills

  • How it Works
  • Product Details
  • Getting Started
  • About the Author
  • Free Resources
  • Reviews
  • Also Recommended
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.
Target Audience
Managers, and anyone who conducts perfomance evaluations.

Product Type
Self-assessment and workshop

Proficienccy with each of 5 types of performance conversations

Time Required
1.5 hours
What to Order

Facilitator Set: 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.

Self-Assessment: 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.

Feedback Form: 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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