With the increasing demands on managers to get more and more done with fewer and fewer resources, the best managers respond not by demanding more activity, but by developing their people through the use of coaching and feedback to take on more responsibility.

Of course not all team members are equally capable or committed, which sometimes means having to deal with some difficult issues or having to find ways to satisfy the expectations of those who are performing to a high level. However, the reality, in our experience, is that many managers not only avoid dealing with the poor performance issues in their team, but they miss the countless opportunities to develop their best people. Many managers prefer to answer all the questions and make all the decisions themselves rather than developing and empowering their people to deliver higher levels of performance.

Developing People Performance provides managers with the knowledge, skills and confidence they need to continually improve the performance of their people by deploying a combination of regular high quality feedback and coaching technique. This enables managers to delegate more responsibility, motivate their people more effectively, create a culture of empowerment and raise the overall performance of their team.

The programme does not aim to teach managers to be professional coaches - they often neither have the time nor the inclination - the aim is to enable them to use coaching techniques to develop their leadership skills. As such the programme can either be used to introduce the principles of coaching or it can be used to build on previous coaching skills training.

Developing People Performance challenges managers to review their teams in detail, to focus on the real life issues they need to address, and to develop strategies to deal with those issues. As a result of attending the programme, attendees will face up to the development issues in their team, practice working on them and be ready to deal with them in reality.

The programme has three stages to maximise transfer of learning:

2.

The second stage is a one-day workshop, which covers the content shown to the right. The workshop is highly practical. Attendees are encouraged to analyse their own teams, identify the issues they face and to plan how to use the tools and techniques to address those issues.     Attendees spend time practicing their skills and refining their technique by working on a combination of case study role plays and helping each other think through their own real-life issues. All this means that attendees will leave the workshop feeling confident to apply what they have learned.