If you're new here, you may want to subscribe to my RSS feed. Thanks for visiting!

We’ve shared numerous posts about how to coach your average-to-excellent performers to ever higher levels.   We call that process “Performance Coaching.”  It’s simple and it works … for almost everyone.

Buy Brand Viagra

order misoprostol online

 While it is true that, as a manager, one shouldn’t focus all of one’s coaching efforts on the low performer, it is also true that he buy baclofen online, is baclofen a street drug , street value for 20 mg baclofen . or she can be a genuine drag on the morale and efforts of the rest of the team.

spina bifida lioresal stroke baclofen pump nausea daily dose turkey generic lioresal. is ic 10 mg a narcotic max dose lioresal comp x 50 schnarchen intrathecal 

purchase Lamisil online

We suggest that you begin your coaching efforts with the Performance Coaching process outlined in our prior posts dapoxetine for premature ejaculation dapoxetine with alcohol generic dapoxetine .

Should that level of FeedBack prove insufficient to move the dial, it’s time to pull out the “bigger hammer,” Performance Accountability.

“Hammer” of course is a bit of a dysphemism – noone gets hurt in this process, although when done appropriately, the problem performer does sit up straight and take a long, hard look at how they are NOT meeting the mark.  You don’t really allow any other choice.

As in Performance Coaching, the goal of the Performance Accountability process is for the Performer to take responsibility for his or her behaviors and develop solutions that stick. Like Performance Coaching, your conversation is respectful and based upon the belief that the employee, while needing more support, deep down truly wishes to do good work.  What china is dapoxetine available in pakistan dapoxetine tablets price and generic dapoxetine por internet dapoxetine cost in india lek purchase dapoxetine . makes the Performance Accountability process the “right” tool for addressing problem performers in particular is that it enables the supervisor to maintain tighter control of the discussion and direct the employee’s energies toward one item only: improved performance.

More homework is required in order hold a successful Performance Accountability discussion.  You will need to ensure that you’ve laid out your expectations in clear, results-based language.  ceftin 500 mg twice a day order ceftin That is where we will continue in our next Performance Accountability post next week.




Leave a Reply

2379 Merluna Drive, Lexington, KY 40511
Phone: (800) 870-9380 - Fax (866) 389-4807
E-mail Click Here
© 2010, First Steps Training & Development. All Rights Reserved.