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Performance Management is not a company’s way of employing “micro-managing” techniques that stunt the professional growth of its employees. But rather, it is a strategic approach to ensuring the efficiency and effectiveness of an organization. Whether at the organizational, departmental or employee level, the goal of performance management is to make sure all business goals are being met in a satisfactorily manner.


  • Define performance management.
  • Understand how performance management works and the tools to make it work.
  • Learn the three phases of project management and how to assess it.
  • Discuss effective goal-setting.
  • Learn how to give feedback on performance management.
  • Identify Kolb’s Learning Cycle.
  • Recognize the importance of motivation.
  • Develop a performance plan.


Learning Outcome

  • Improved organizational performance, productivity and communication
  • Clear accountability
  • Saves management time and reduces conflict
  • Ensures efficiency and consistency in performance
  • Clarifies expectation of employees
  • Defines career paths and promotes job satisfaction
  • Better employee retention and loyalty




I. The Basics

  • Performance Management definition and importance
  • How does it work?


II. Goal Settings

  • SMART Goal Setting
  • Specific Goals
  • Measureable Goals
  • Attainable Goals
  • Realistic Goals
  • Timely Goals
  • Monitoring Results
  • Case Study


III. Establishing Performance Goals

  • First Things First
  • Focus on the WIGs not the PIGs
  • Strategic Planning
  • Statement of Direction


IVGoals communication & Monitoring

  • The accountability cycle
  • Goals Communication Game
  • Creating Dashboards Exercise 2
  • Managing by Walking Around (MBWA)


V. Coaching for Success

  • Pre- Assessment: What is your coaching style?
  • Your Role as a Coach
  • What is Coaching?
  • Difference between Coaching, Mentoring, and counseling
  • Benefits of Coaching
  • Coaching Pitfalls
  • Journey of Coaching:
  • Understanding yourself


  • Self Awareness
    • My personal vision, mission and Values
    • Coaching Values: What you value impacts your team
    • What is my personality Style?


  • Self Regulation
    • Time & Stress Management tips


  • Self Motivation
    • How do you motivate yourself as coach?
    • Coach & Critic
    • Coaching Competencies assessment
      • Building Rapport
      • Observe & analyze
      • Question & Listen
      • Provide Feedback


  • Understanding your team
    • Five Insights for High Performing coaches
    • Your team members styles & backgrounds
    • What motivates your team members?
    • What your team members say about you? 360 Feedback
    • The Pygmalion effect


  • The coaching process
    • Difference between coaching & feedback
    • Importance of feedback : Johari Window
    • The Practical coach
    • Coaching Steps: Before – During – After
    • Empathetic Listening
    • Asking Good Questions
    • GROW Model
    • Role plays


  • Performance Appraisals
    • Ranking Exercise
    • Vitality Curve
    • Writing self assessment
    • Thomas Kilmann conflict modes
    • Conflict management
    • Creating Development Plan
    • Honey & Mumford Learning styles


Target Audience

This course is applicable to line managers; team leaders and supervisors who are or will be responsible for the use and application of performance management and appraisal techniques.

It will also be of value to HR professionals, training officers, personnel staff and others who carry the responsibility for the design and implementation of such arrangements.

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