Learn to master any type of 1:1 sessions with your team members: feedback, raising engagement, performance appraisal / development, coaching for performance.
You can join the waitlist for the ''open'' format version of this course. For an ''in-house'' version, you can email us at aimslearning@tm.aims.ro for a customised quotation.
Learn ...
About the influence of individual brain wiring on how we receive feedback
To practice constructive feedback - Radical Candor (by Kim Scott) & B.I.A. (Behaviour – Impact – Action/Agreement) feedback models
A few rules about giving both positive and negative feedback
Brain science-based suggestions on how to improve feedback conversations - through The SCARF® Model (Neuroleadership Institute) – assesses the differences in people’s social motivation. Having SCARF needs (status, certainty, autonomy, relatedness, fairness) met creates trust and increases psychological safety.
How to create a ''radically candid'' feedback culture
Learn from Michael Bungay Stanier and:
Stay curious a little longer
Rush to action and advice-giving a little more slowly
Practice the 7 essential coaching questions:
Kickstart Question: What's on your mind?
AWE Question - And What Else?
Focus Question - What's the real challenge here for you?
Foundation Question: What do you want?
Strategy Question: If you're saying YES to this, what must you say NO to?
Lazy Question: How can I help?
Learning Question: What was the most useful or valuable here for you?
Practice other active listening skills and techniques (mirroring, emotional labelling, paraphrasing, summarising)
Oh, the dread! 😳
But don't worry, we'll walk you through the whole process, so you approach it with confidence.
Learn about:
The performance management process – an overview
Behaviour and skills appraisal
The manager’s role in the process
Preparing for performance appraisal discussion (analysing and understanding the performance evaluation questionnaire)
Conducting the performance appraisal discussion: asking thoughtful questions, active listening (mirroring, emotional labelling, paraphrasing, summarising)
Managing emotions during the performance appraisal discussion
Closing the process and dealing with consequences (e.g. individual development plans)
It's time to act.
Learn:
What is employee engagement and how to recognise it (what the employee feels and does)
About A.I.M.S. model and the 4 engagement dimensions
About the basic human psychological needs - through The SCARF® Model - assesses the differences in people’s social motivation. Having SCARF needs (status, certainty, autonomy, relatedness, fairness) met drives engagement.
In practice (via simulations / role plays) how to run a 1-1 session with the aim to raise engagement & motivation and rebalance SCARF needs. We'll provide you with a plug-and-play discussion guide, packed with impactful questions.
Are your team members looking forward to another 1:1 session with you? NO?
Then learn to make these sessions more productive, motivating and energising.