Talking at the “Touch Points”

Effective Conversations around Performance, Motivation, and Development

We hear fancy terms bandied about…human capital, human asset management, talent development, productivity. But at the heart of them all, of course, we find human beings–managers and employees–in conversation about the work of the organization.

Managers are expected to utilize, nurture, and grow the capacity of their employees to generate consistently strong results. To do this, there are three critically important conversations managers must have with their employees–around their performance, motivation, and development.

Done effectively, these discussions lead to higher results because they address both the ability and the willingness of the employee to perform their job. In other words, they accommodate and deal with such very human elements as hope, fear, control, identity, approval, self-worth, guilt, and self-awareness.

This presentation looks at the challenges of these three “touch point” conversations and offers some practical tips for managers to conduct each of them effectively with their employees.

Here’s what you will learn:

• How to get your employees to do the mental “heavy lifting”
• The non-directive approach to dealing with performance issues
• What “performance” (i.e. what we pay for) is…and what it isn’t
• How to get your employees to identify what motivates them to work
• How to maximize what an employee learns from a developmental event (e.g. workshop, conference, project, work challenge)

Particularly suited for:

• Managers who want to increase performance and engagement of their staff.
• HR and Training & Development professionals who help managers enhance the performance and productive capacity of the their staff.