• “Living a life of purpose & possibilities”

“If we can receive feedback with grace, reflect on it with courage, and respond to it with purpose, we are capable of unearthing unimaginable insights from the most unlikely of places”.

Tasha Eurich

People Development & Performance Management

Achieving My OPTIMAL Performance
 
This module aims to create self-awareness of supervisors in the areas of personal leadership as well as build their confidence & self-efficacy and awareness of their impact on their subordinates. It equips supervisors with the skills (mindset and skillsets) to coach and mentor their subordinates to achieve optimal performance.

The Spirit of Performance Management

LIFE believes that change must begin with the Self. Besides tuning to self (candor, maturity & self-knowledge), it is equally important for one to be able to tune into others (listening, empathy & building rapport). In Performance Management, the quality of relationships (building Emotional Bank Account) between the supervisor and supervisee is fundamental to building rapport and trust. It is therefore important for the supervisor to know his own strengths and his supervisee’s strengths so that the collective strengths can be harnessed for organisational excellence.

Duration: half day workshop

Performance Management Process & Practice

In Performance Management, there must be a formal structure and time set aside for supervisor and supervisee to meet, discuss and agree on performance goals/targets (target setting, KPIs, KRA) to ensure alignment between personal and organisational Vision, Mission and Goals and to periodically review and provide constructive feedback on the supervisee’s performance. Guiding supervisee to set Specific, Measurable, Attainable, Realistic, Time-bound (SMART) goals/targets will provide the clarity for them to improve their performance and to achieve desired results.

As a supervisor, it is important to be able to effectively mentor, develop and coach supervisee for higher performance and at the same time, counsel poor performers. To be an effective coach and mentor, one has to possess active listening skills and the ability to ask empowering questions. These are important in building quality relationship and trust between the coach/mentor and the coachee/mentee. Participants will be provided the opportunities to practise using mentoring framework and coaching models.

Duration: half day workshop

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