What you'll learn
Explain why traditional performance management systems fail and articulate the shift from annual reviews to continuous, conversation‑based
Implement a modern performance management cycle by effectively planning, monitoring, developing, and reviewing performance through ongoing check-ins
Apply the COACH Framework (Clarify, Observe, Address, Coach, Hold) to confidently lead any performance or coaching conversation
Clarify expectations effectively by defining success metrics, behavioral standards, and role alignment that support accountability and performance
Observe and document performance objectively, distinguishing behaviors from assumptions and identifying patterns that inform effective coaching conversations
Differentiate between proactive and reactive coaching and determine when to build capability versus when to address performance or conduct issues
Use proven coaching and feedback models—including GROW for development conversations and SBI for feedback—to structure clear, productive dialogue
Navigate difficult coaching conversations with confidence and empathy, addressing missed goals, behavioral concerns, and resistance without damaging trust
Establish accountability after coaching conversations by setting clear next steps, scheduling follow-ups, and modeling shared ownership
Avoid common coaching and performance management pitfalls, including feedback avoidance, overgenerosity, feedback dumping, and misusing PIPs
Design a practical 30-day action plan to begin building a coaching culture through consistent habits, real-time feedback, and regular one-on-ones
Draw actionable insights from real-world case studies (including Adobe, Netflix, Microsoft, and Deloitte) to adapt modern best practices to their own teams
Requirements
No formal HR training or experience required. Prior leadership experience helpful but not required. No prior performance management training required.
Description
Performance management doesn't fail because leaders don't care—it fails because the system is outdated. Annual reviews, vague feedback, and high‑stakes conversations create anxiety instead of growth and leave both managers and employees frustrated.In Lead the Conversation, you'll learn a modern, practical approach to performance management built around continuous conversations and real coaching. This course equips you with the COACH Framework—a simple, repeatable model you can use for any performance conversation, whether you're developing high performers or addressing issues early and effectively.You'll learn how to set clear expectations, give meaningful feedback, distinguish performance issues from conduct issues, and build accountability without damaging trust. Through real‑world case studies from companies like Adobe, Netflix, Microsoft, and Deloitte, you'll see how leading organizations have replaced traditional reviews with systems that drive engagement, growth, and results.This course is designed for immediate application. You'll practice proven models like GROW and SBI, walk through realistic scenarios, and leave with a 30‑day action plan to start building a coaching culture on your team right away.If you're ready to stop managing performance as an event and start leading it as an ongoing conversation, this course will give you the tools to do it with confidence.
This course is for new and experienced people leaders who want a practical, modern approach to performance management and coaching. It's ideal for managers, team leads, and emerging leaders who want to lead stronger conversations and build high‑performing teams.


https://rapidgator.net/file/7915f5e964e170d148312dd6bb0bb724/Performance_Management_Framework_A_Course_For_Leaders.rar.html