This program can benefit seasoned leaders as well as novice managers. Supervisors, managers, department directors, corporate staffers will all benefit from this unique leadership training program.
If you feel like you have a good group of team members who just can’t seem to make the progress you know they should be making, you should consider bringing Adaptive Performance Management to your leadership staff. By providing tools for your leaders to more naturally and comfortably drive individual performance on an ongoing basis, you will see noticeable results in the performance of every individual on your team. A happier, more productive team creates happier customers, higher retention and ultimately higher profits.
Adaptive Performance Management™
“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” - Anne M. Mulcahy
How effective are your managers at driving employee performance?
Last year, a Gallup poll found that a lowly 30 percent of Americans are actually happy at work, and many complained of “bad bosses” as a major reason for their unhappiness.
Managing people effectively is hard. To help managers get the best performances from their people, Signature is pleased to introduce our newest program – Adaptive Performance Management.
Adaptive Performance Management Program Overview
Our two day, facilitator led program helps managers realize that managing and leading people requires both desire and skill – but the effort has a worthwhile return. By effectively managing and motivating your staff, you can easily see an increase in employee satisfaction, customer satisfaction, reduced turnover, higher productivity, and reduced expenses ultimately leading to increased profitability.
We provide the skills training by walking our participants through nine modules that give them some clear direction on how to effectively motivate, deliver feedback, hold staff accountable and inspire greatness in their team members.
This interactive, practical approach to managing a team will provide your team with the skills they need to feel comfortable delivering feedback – both positive and developmental. As the training progresses, your team will realize the impact that they can have on the performance of each individual contributor. Motivating team members is not just a “nice to have”, it’s a requirement in today’s competitive landscape; but so few managers and supervisors are equipped to meet the challenge.
Here is an overview of what will be accomplished in each module:
Module 1: Leadership
Identify the responsibilities of a leader
Explain how performance management contributes to improved employee performance
At Signature, we believe before participants can be open to learning, they need first to “buy in” to the concepts. Better leadership drives exciting results – and we focus first on ensuring all participants understand the potential outcomes of changing and improving their leadership skills.
Module 2: Desire and Ability Model
Identify the desire and ability level of employees to determine the best approach for coaching and managing performance
Adapt development approach for employees based on their desire and ability to perform the task
When and how to advise, inspire, supervise or empower
In this section we focus first on helping participants learn how to recognize where their employees are located on this grid. How do we know if an employee has a high ability in a certain area? How do we analyze their level of desire or motivation to get the job done? Once the group is comfortable identifying where each of their employees currently resides on this grid, we focus on how you can apply different management behaviors for employees as they move from quadrant to quadrant.
Once you have identified where they are, how should managers adapt their style? This module also helps leaders identify how they need to change their style based on what their team member needs.
Module 3: Expected Behaviors
Identify Expected Behavior levels for each employee – Examples might be communication, goal setting, teamwork. Within each area, specific behaviors that would fall above or below standards are identified.
Introduction of the SARS feedback method – Situation, Action and Results – in order to facilitate more effective and more comfortable feedback conversations – both positive and developmental.
Giving feedback is frightening for most managers. They often avoid it and no good comes from that. If your leaders can overcome this fear of confrontation because they feel like they can deliver constructive, developmental feedback in a manner that will be both welcomed and appreciated by their team members, you will see a domino effect in terms of an increase in productivity from both team members and team leaders.
Module 4: DiSC – (Optional – this adds an additional ½ day to the training) Understand natural sales styles and their impact on communication
Adapt development approach to match an employee’s natural sales style
Do you have a team of dominant drivers? Or are they more influencers? The DiSC module is an optional program that helps delve a little more deeply into what motivated the people on your team. We provide some tangible dos and don’ts for getting the most out of your team members based on their specific needs.
Module 5: Development Approach
The 90-Day Development Approach Worksheet ties the previous four modules together to give a comprehensive outlook and planning tool for individual personnel action plans.
We will ask each participant to come to class prepared to develop this action plan for two team members. We have found that teaching the theoretical is most effective if we can then immediately apply the practical application. We will take what we have learned and apply it to those two team members. What specifically will motivate them to perform better?
Module 6: Introduction to Performance Evaluation
Describe the Performance Management Cycle
Complete the steps within the Performance Management Cycle
Once the day-to-day and month-to-month development is determined, we begin to focus on the bigger picture – the entire performance evaluation process. More than just a one time annual review, the performance cycle is made up of smaller steps accomplished throughout the year.
Module 7: Planning and Setting Expectations
Create S.M.A.R.T. goals and objectives based on the employee’s past performance, skill level and motivation level.
We look at identifying goals and action steps for each participant’s team members, but we want them to approach it in a SMART fashion – making each goal specific, measurable, actionable, realistic and timely.
Module 8: Evaluation Results
Evaluate employee performance to identify development opportunities
Identify tools such as performance logs, peer reviews and other data to effectively provide relevant annual feedback to employees
What data should leaders be collecting all year long? The biggest mistake a manager can make is evaluating an employee on their performance over the last few weeks instead of looking at the bigger picture. This module helps leaders understand how to make this goal a reality.
Module 9: The Performance Evaluation Session
Create an outline for the performance evaluation session
Identify materials needed to prepare for the performance evaluation session
Tips on delivery
All of the planning and strategizing can be pointless if the actual delivery of the performance evaluation falls flat. Team members take their review seriously – it can either truly motivate or demotivate, depending on the delivery. In this module we focus on each step involved in ensuring the most productive evaluation session possible. Setting the stage, making the employee comfortable, being clear and concise, and ending with a motivating action plan.
Module 10: Mock Performance Evaluation Session
Apply everything learned in modules 1-9 to deliver an effective Performance Evaluation
Identifying next steps once leaving the classroom to execute development plans
Each participant will get the opportunity to deliver a mock performance evaluation – to put into practice the theories they have learned. They will receive feedback from their peers as well as the facilitator. This final module ensures that they will leave the two day session with a clear understanding of both the theory and practical application of this adaptive performance management skill set.
Watch a 7-minute video below on Signature’s newest program, Adaptive Performance Management.
Interested in finding out more? Contact us by calling 800-398-0518 or fill in this form and a salesperson will contact you: