Hate Performance Reviews? Here is a Process that works.

The Boss has an Issue: Framework for an Effective Coaching Session.

1. Challenge your assumptions about the person’s ability and shortcomings, gather data and information on both sides of an issue. Thus, avoiding the “confirmation bias” villain that undermines open communication  Be matter of fact in presenting information and ask open-ended questions to find-out other person’s concerns and story about a situation.

2.    Explore Differences and Perceptions about what happened or isn’t happening. Before moving on —Identify Problem to be discussed in this session.

3.   Sharpen the Difference or Agreement–establish priorities for change

4.    Identifying and Exploring– making the relationship a personal win solution for other person

5.   Get Commitment – Identify Action Plan – Follow-Up by using Smart-steps for change

6.   Follow-up with Continuous Improvement checkpoints and Feedback Loops to support change and open communication.

Try this structure for your next difficult performance review, I promise it will provide a powerful and effective way to create a positive climate and promote behavior change.

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s