Unsatisfactory Performance or Behaviour
Handling people and situations honestly, respectfully and effectively.
It is tempting and easy to avoid dealing with situations of unsatisfactory performance or behaviour and this can be allowed to happen for the best of reasons – peace, harmony, good-will and good relationships.
It can sometimes seem more trouble than it is worth and the fear of upset and conflict can lead managers to ‘leave well-enough alone’.
But this damages the performance and overall welfare of the organisation and actually does more harm than good in the long run.
But there is no need for this dilemma. There is a perfectly heathy way of handling these situations that is good for everyone – including the unsatisfactory performers.
- Get to the bottom of why these situations are often left unaddressed.
- Learn the consequences of NOT dealing with situations of unsatisfactory performance or behaviour.
- Find out why and how it is always possible to handle these in a good, respectful and harmonious way?
|Authenticity – the Real Power of the leader||View Video||View Factsheet|
|The Performance and Potential Enigma||View Video||View Factsheet|
|The Balanced & Integrated Life||View Video||View Factsheet|
|The Power of Leader as Centre of Set of Relationships||View Video||View Factsheet|
|The X Meeting Part 1||View Video||View Factsheet|
|The X Meeting Part 2||View Video||View Factsheet|
|Blocks to Performance and Greatness||View Video||View Factsheet|
|The Five Keys to High Performance – COACH||View Video||View Factsheet|
|Clear Goals and Goal Setting||View Video||View Factsheet|
|Unsatisfactory Performance Meetings – the Way Forward||View Video||View Factsheet|
|Handing Difficult Conversations on Performance or behaviour||View Video||View Factsheet|
|Getting to what’s behind Unsatisfactory Performance or Behaviour||View Video||View Factsheet|
|The Business or the People – Which comes first?||View Video||View Factsheet|
|What if People Fail to Change or Improve?||View Video||View Factsheet|
|From internal Competition to Real Win-Win Collaboration||View Video||View Factsheet|
|Who Comes first – the Individual or the Team/Group?||View Video||View Factsheet|
|How to Make Differences make all the Difference||View Video||View Factsheet|
You, or participants, have different options for how you take any of these programmes.
Blended or Supported Option or Model: Tutor Supported
You will receive an online course with instructions and guidelines on how to access and make the most of the course with the option to receive support in the form of
- Direct or online Coaching on the course topic, and/or
- Involvement in a webinar with others taking the course.
This support will be available either at the commencement of the course, during it, or on its completion.
Management Led Training with Tutor Support
In this case, in addition to the above, you will have the facility for the members of your team to also take the course and on completion of it take part in a team discussion on the key messages it contains before meeting with you to:
- Clarify and share understandings
- Agree key messages and implications.
- Agree and commit to new behaviours and ways of working.
- Agree how you will continue to review progress and follow through in applying and living the new approach.
For this meeting, you will be given clear guidelines on how to lead and facilitate the meeting and any other coaching support you need for this.
Management Led Training with Tutor support for Company Internal Facilitator
The third option is, in addition to all of the above, to identify an internal person from HR or from the team who will be up-skilled as an internal facilitator whose role will be to support managers in leading the training of their people. This facilitator will be trained by Maybe.
Which focus area are you interested in?
Please fill in the information below and we will contact you with more details.