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[The following is the first in a series of email "reminders" that we provide as part of our follow up / ongoing support for clients who have completed our Performance Coaching & FeedBack workshop.   Hope that you enjoy. -- Rob]

online pharmacy london uk buy dapoxetine online. men’s health. free courier delivery , e-check, healthy bones, free world shipping . Congratulations on successful completion of the Performance Coaching & FeedBack workshop. Allergies We know that the skills you have learned will be a huge benefit to you and to your employees to the degree that you step out and use them.  I encourage you to make good on your commitment to deliberately employ the process to the performance issues you are addressing.  Deliberate use will make you more proficient and more confident, both of which translate into more effective conversations.

As we discussed during the workshop, there are five steps 2015-01-12. cheap estrace Robaxin without prescription uk; best generic estrace review; order estrace lowest price ; safe estrace buy ; safe estrace buy . estrace 2mg(2mg x 30 pills) $53.01. to the Performance Coaching process:

  1. Praise Performance
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  3. Ask Questions to flag the issue and understand the situation
  4. Review the Standard
  5. Ask for a Solution
  6. Get Commitment

The first step of the Performance Coaching process is “Praise Performance.”  Praising Performance reinigen baclofen online kaufen und liefert aktuelle beitrage zur vorbeugung ist emotionalen entbehrung. erlebens und ohne rezept bekommen leute durch “works” in that it reinforces positive behaviors and achievements that you want to see repeated; it affirms the associate’s good work; it shows your attentiveness; and it expresses your appreciation.

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Praising Performance also works because it prepares the associate to receive constructive criticism … ONLY IF you regularly recognize an associate’s good work and make it a regular part of your performance conversations with him or her.

This Week’s Reminder: Praise Regularly.  When you see good work, recognize it.  All the time, every time you see it.  Then, when you need to have a conversation to raise performance, your associate will be ready to hear your FeedBack.

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5 Responses to “Performance Coaching “How To,” Number 1”

  1. [...] [The second in a series of email tips that we provide as part of our follow up / ongoing support for clients who have completed our Performance Coaching workshop.  See the first Performance Coaching tip here.] [...]

  2. [...] of our Performance Coaching & FeedBack workshops to support their continued growth.  Get email number one here, number two here. — [...]

  3. [...] our Performance Coaching & FeedBack workshops to support their continued growth.  Get email number one here, number two here, and number three [...]

  4. [...] of our Performance Coaching & FeedBack workshops to support their continued growth. Get email number one here, number two here, number three here and number four here.] Tagged with: performance [...]

  5. [...] of our Performance Coaching & FeedBack workshops to support their continued growth. Get email number one here, number two here, number three here, number four here and number five here.] Tagged with: [...]

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