close x
Download our FREE 37-page Facilitator's Activity Bundle
Reach us at 800.633.4533
search
HRDQ
Log In/ Register 0
Home†>†Career & Performance Management†>†Performance Management Through 5 Key Conversations

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

Measures
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.
If you'd like to write a review, please send it to kepstein@hrdq.com.
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.

Performance Management
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.
Products (Total Items: 3)
Performance Management Through 5 Key Conversations - Facilitator Set
Price: $140.00
Performance Management Through 5 Key Conversations - Self Assessment
Price: $17.00
Performance Management Through 5 Key Conversations - Observer Form
Price: $7.00
  
Create An Account
Contact Us
About Us
Shopping Info
Legal
Product Index
Management Team
Faculty
Authors
Our Clients
Green Initiatives
Giving Back
We're Hiring!
Communication Styles
Leadership
Negotiation Styles
Personality Style
Supervisory Skills
Team Building
Resellers
Proposal Guidelines
Sign-up for HRDQ e-mail: