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Motivating employees isn't easy. This Challenge examines what leaders can do to create workplace environments where people feel motivated.
  • Topic t2 Objective o3 - Objective Text
Few workplaces are entirely free of performance issues. However, you can prevent many problems from developing, and keep small issues from growing into serious ones, by effectively planning, monitoring, and communicating for good performance. Nurturing a culture of performance that includes a strong performance management system is a proactive approach that can prevent problems by helping employees perform to their highest potential. With regular communication and the right mix of monitoring techniques, you can motivate employees toward good performance and identify problems before they get out of hand. This course explores how you can prevent problems using performance management activities such as communicating expectations and motivating for good performance. It also covers performance monitoring techniques, including employee self-monitoring, and shows you how to communicate about performance with your employees to achieve the best results.
  • describe how strong performance management helps to prevent performance problems
  • recognize performance planning interactions that are collaborative and motivating
  • analyze a supervisor's approach to monitoring
  • recognize good practices for communicating feedback in a given interaction
For managers, approaching a difficult conversation – whether it's with a direct report, colleague, or manager – can provoke feelings of anxiety and discomfort. What may initially appear to be an emotionally charged conversation can, however, prove to be a fruitful and meaningful discussion. Managers can turn what normally represents a difficult encounter into a positive experience. This requires a solid understanding of what constitutes a difficult conversation and a firm grasp of how to prepare for it. This course introduces the essentials of difficult conversations, including an explanation of what they are and why they're difficult, how to manage the stress commonly associated with them, and how to prepare for and deal with them.
  • identify the guidelines to follow to determine when to have a difficult conversation
  • recognize examples of the steps to take to change your negative internal monologue to a constructive one
  • recognize the stages for preparing for a difficult conversation that have been followed in a given scenario
  • identify the statements or actions made by a manager that indicate the right frame of mind during a difficult conversation
  • identify the appropriate mind-set to have when approaching a conversation
Having a difficult conversation can be an uncomfortable experience that causes anxiety for even the most experienced managers. When properly carried out, however, what threatens to be an emotional confrontation can be a meaningful and constructive experience. It's up to the manager to turn a difficult encounter into a positive experience. However, this requires a good understanding of the methods that can be used to commence the conversation and keep it on track. This course explains the methods that can be used to have successful difficult conversations. These methods include sticking to an agenda, stimulating open dialogue, and connecting with the subject. It also explores how you can learn from the experience and share perspectives, find mutual understanding, and work with the subject to design an action plan.
  • sequence the steps needed to create progress in a difficult conversation
  • recognize characteristics of the appropriate communication style for difficult conversations
  • recognize examples of invitations to dialogue using strength-focused communication
  • recognize the guidelines to follow to come to a mutual understanding of the situation that have been followed in a given scenario
  • make progress in a difficult conversation under a given scenario
The most effective managers know that, when faced with difficult conversations, the ultimate goal is to produce positive outcomes. While they can represent an emotional confrontation, these discussions can also be meaningful and constructive. This course identifies the common challenges of difficult conversations and explores the strategies that can be used to handle them. Challenges can include a subject who's not willing to engage in conversation or who looks to place the blame on you. By using various strategies and techniques to overcome these challenges, you can keep the conversation on track, manage your emotions, and progress the conversation to produce positive outcomes.
  • recognize examples of challenges you may encounter in a difficult conversation
  • match challenges you may encounter in difficult conversations to the strategies for dealing with them
  • determine which guidelines for reframing a difficult conversation have been followed appropriately in a given scenario
  • match ways of creating validation to examples
  • recognize examples of the steps to take to handle criticism in a difficult conversation
  • handle a difficult conversation

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