Course Information
Developing People to their Full Potential
Parking for SAO, Professional Development courses is in Garage B (1511 San Jacinto Blvd.). The Garage signage may read 1511 San Jacinto or Garage B. The elevator in Garage B is not reliable. If you are unable to walk the stairs, please contact the professionaldevelopment@sao.texas.gov for alternate parking arrangements. Handicapped parking is free at the meters around the downtown area.
A course coordinator will email you a parking permit prior to the course start date. A permit must be displayed or you will be ticketed.
Course Description
Consistent feedback to team members about their performance is an essential element necessary for creating a positive, productive, and growth-oriented work environment. Conducting effective performance appraisals, coaching, and accountability are core components to helping people reach their full potential and perform at peak levels. In this workshop, we’ll explore some of the best and most practical strategies for helping people self-assess their performance, identify strengths and weaknesses, receive constructive feedback regarding blind spots, and engineer strategies to increase the value they bring to their team as well as to their customers/clients.
Course Objectives
Objectives:
Learn how to more objectively assess a team member’s performance and engineer a strategy for not only closing gaps but also for maximizing strengths and recognizing blind spots to spark significant year to year growth and development.
Discover a way to fully engage team members in the performance appraisal process so that they not only better understand how they are measuring up but also have more buy in for their own professional development going forward.
Become equipped to deliver the performance appraisal more effectively and integrate the assessment with your ongoing training and coaching programs.
Construct a plan to effectively communicate and teach processes, procedures, expectations, and attitudinal considerations to your team members.
Discover the value of consistent one-on-one meetings, and how to ensure they are productive.
Leave equipped to make coaching a part of the culture within your organization rather than just an occasional event.
By incorporating this approach to accountability, you’ll be better able to evaluate engagement and performance, and more effectively help your team members overcome hindrances to productivity.
Eliminate the perception that confronting poor performance and infusing an atmosphere of accountability requires an inordinate amount of time and that it can’t happen without causing personal conflict.
Stimulate an environment where team members welcome accountability and don’t see it as a hierarchical responsibility that should only flow downstream.
Understand how an individual’s experience with accountability as they were growing up influences their perception of it and response to it as an adult.
Realize how fine the line between accountability and micromanagement is, and the likely results each of those will produce.
Identify the contributors that make accountability uncomfortable and ways to overcome those.
Realize how important the WHERE and WHEN of accountability are in the effectiveness of it.
Leave this presentation with a seven-step approach to holding team members accountable.
Outline:
Acknowledging the reality of how most team members view performance appraisals
Is your current performance appraisal process accidentally reinforcing mediocrity
4 ways to ensure they see the process as a constructive effort to aid them in their growth
How to avoid only assessing the immediate past
2 Do's and 7 Don'ts for maximizing the impact of the appraisal
3 ways to frame the conversation when you're creating the future growth plan
Collaborating to create strategies and tactics to increase the likelihood key growth objectives are met
Your leadership effectiveness may be your team members' limiting factor
3 Truths about coaching that should dictate your approach
Learning to connect with each individual team member and help them to feel accepted and valued
9 Key elements of an effective coaching relationship
6 possible responses in the coaching progression
How to conduct effective, constructive, productive one on ones.
4 Ways to know if you're coaching or enabling.
The best way to get the performance you expect from team members.
Your team members' performance may be your limiting factor in leadership effectiveness
Why do I need to "hold" people accountable?
What IS accountability?
What does accountability look like in various parts of life?
What does accountability look like in our organization?
What should we expect if accountability is absent?
Who should I hold accountable and to whom am I accountable?
Where is the best place for accountability to happen?
When is the right time for accountability?
What are some of the problems with making accountability a reality and why is it so uncomfortable?
8 "BE's" of accountability
3 Forks in the road to accountability and how they will affect your effectiveness in holding people accountable.
A 6 step outline for how to conduct an accountability conversation with the emotion that often derails the process.
3 Things you can do if someone doesn't respond to accountability
10 Steps to creating a culture of accountability
Prerequisites
Prerequisite not required.
Instructors
Randy Anderson is co-founder of E3 Professional Trainers…a Lubbock-based training firm that provides workplace and life training for individuals, teams, and companies. The training he provides is designed to help individuals improve their personal productivity and live more fulfilling lives, while at the same time, helping the companies and organizations they work for improve profitability.
Before starting E3 in 2005, Randy spent 20 years in sales and sales management. Most of that time was spent in media sales, which gave him the opportunity to work with virtually every type of business and in every industry. It is from that experience that he draws the ideas and strategies to help his clients improve their performance in the workplace and to achieve their maximum potential in life.
Randy was awarded the designation of Certified Speaking Professional in 2012. This is the highest earned-designation given by the National Speakers Association, recognizing proven expertise in speaking eloquence, business enterprise, and professional ethics.
Randy received his Bachelors of Science in Agricultural Communications from Texas Tech University in 1990. Since that time, he has participated in and completed numerous training courses including; Your Leadership Legacy (Ken Blanchard Co.),Changing the Picture (Ziglar Corp.), Ethics 101 (Cox Enterprises, Inc.), LifeNet Time Management Training (Life Net Inc.), Basic Selling Skills (AVI International), Top Selling (Ziglar Corp.), Professional Selling Skills (Learning International), System 21 Selling (Executive Decision Systems), and Fast Track Media Sales (Cox Media, Inc.). His most valuable experience has come through more than 25 years of on-the-job, real world experience: 12 of which were spent managing others, and seven and one half years running his own company.
Additional Information
TAC Rule 523.142(g) requires the CPE Sponsor to monitor individual attendance and assign the correct number of CPE credits. Participants will be asked to document their time of arrival and departure in compliance with this Rule. Additionally, attendance will be monitored throughout the day and CPE certificates will reflect actual attendance of each participant.
If you are making travel plans to come to Austin, we recommend making "refundable" air and hotel reservations or waiting until 14 days before the class to actually book your reservations. Courses are occasionally canceled or rescheduled due to low enrollment. We determine whether a course has enough participants 16 days prior to the course date. If we cancel or reschedule, we will email the participant and his or her billing contact no later than 14 days before the original class date.
To see answers to our Frequently Asked Questions, visit Texas State Auditor's Office - Professional Development FAQs