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Many leaders, managers, and supervisors do a poor job of confronting problem performance or behavior. Doing so is challenging, and it often seems easier to ignore or side-step sensitive issues hoping they’ll go away. Unfortunately, they don’t. Problems fester, and the employees who fail to meet expectations become a toxic influence on their coworkers and drag down the morale or performance of the majority. 

Therefore, developing the confidence and ability to speak respectfully, candidly, and yet firmly to poor performing people is a necessary skill for any leader, supervisor or manager and a necessary ingredient for building a great organization.

The purpose of this course is to teach you how. You'll learn how to set and communicate your expectations and then hold people accountable. You'll also learn a proven, 7-step strategy for confronting difficult or non-compliant employees. I'll illustrate these concepts with multiple case studies and scenarios that will help you learn and apply these strategies to your current relationships with your employees.

High-performance organizations establish a high standard of excellence and expect the best from their people. They know that if people are to succeed, they have to know what is expected of them.

What will you learn in this course?

  • Build trust and goodwill
  • Create a climate which brings out the best in people
  • Learn best practices in performance management
  • Clarify "non-negotiables" in three critical areas
  • Set clear performance expectations for individual employees
  • Confront poor-performing employees and hold them accountable
  • Gain support from other leaders

Who should take this course?

  • Anyone who manages or supervises people
  • Owners of small business
  • Leaders who have to deal with difficult employees

Requirements

  • You should be open and willing to learn new skills.
  • You should have a desire to improve the climate of your team/department.

About the instructors

Roger K Allen, Ph D

Author, psychologist, business consultant and executive coach
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Roger K. Allen, Ph.D. is an expert in human development and leadership. In 1992 Roger co-founded the Center for Organizational Design and has worked with many Fortune 500 companies (AT&T, Merck Pharmaceuticals, Honeywell, Proctor & Gamble, Hewlett Packard) as well as small and medium size businesses to help leaders define their vision, improve their leadership, develop their teams, and create high performance work cultures in which each employee is a contributing partner in the business. Roger has certified over 1200 trainers and consultants from around the world to use his 70+ leadership and team development modules.

Prior to consulting, Roger co-founded and served as president of the Human Development Institute in which he provided thousands of hours of individual and marriage counseling to a diverse client population. In addition to coordinating the work of other professionals, he created and taught programs in personal/family development which have been taught dozens of times in several cities around the country. His programs in both leadership and personal/family development have been acclaimed as among the most powerful learning experiences available anywhere.

"Literally thousands of professionals are exposed each year to Roger Allen's material and the ripple effet has changed people's lives, made work easier, faster and better. Almost weekly, I get rave reviews on his material. I cannot say enough about this man and his writings. I have purchased cases of his books and material to share with others." Jim Ullery, President, Center for Organizational Energy

"In my career as a specialist providing treatament to adolescents and their families, I have seen many parenting theories, models and books but nothing which reises to the stature of the work by Dr. Allen." Michael Berrett, Ph.D. psychologist and nationally know clinical teacher and CEO of Center for Change.

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