The Power of Seeking

 

Course Description

Guiding team members toward successful performance requires more than just telling people what to do. Effective coaches help people think through possibilities and build buy-in and commitment by asking powerful, provocative questions as well as sharing experiences and insights. Asking questions that support the person’s diagnosis, discovery, and exploration helps you bring out the best in people while also building their confidence to handle the situation themselves.

 

Learning Objectives

• Encourage people to take ownership of and be accountable for their work performance.
• Conduct more compelling, collaborative, and rewarding coaching discussions.
• Build and sustain a coaching culture within your team.

 

Keywords

Calibration, causal, challenge, coach, context, inquiry, provocative, question, seek, tell

 

Target Audience: Leading Others, Leading Functions

·         Mid-level leaders

·         Frontline leaders

 

Duration: 7 minutes

Languages: English

LINK HERE


Helping Your Team Achieve High Performance

 

Course Description

When team members have skill and experience, they're likely to produce acceptable results. In today's business environment, however, teams often are under pressure to produce more than just acceptable results. As the leader, you can proactively create conditions that allow your team to reach peak performance quickly and without undue strain on any individuals.

 

Learning Objectives

▪ Fulfill the three roles—diagnose, coach, and reinforce the team in its efforts to reach high performance.
▪ Focus your team's efforts on high-priority actions that directly support your organization's goals and strategies.
▪ Enhance the effectiveness of your team by identifying and eliminating conditions that are preventing the team from achieving higher levels of performance.
▪ Create an environment in which team members are moved to strive harder to realize the potential of the team.

 

Keywords

Courageous presence, steward of engagement, achieve, coach, coaching, commitment, communicate, communication, diagnose, diagnosing, enable, focus on results, goal, high perform, lead virtual team, leading team, leading virtual team, limiters, process, purpose, reinforce, reinforcing, results, team communication, team, trust, Teams

 

Target Audience: Leading Others

·         Frontline Leaders

Duration: 20 minutes

Languages: English

LINK HERE


Helping Others Manage Performance

 

Course Description

You're about to review performance with someone you lead, and you're not sure what to do. In the last review neither of you brought performance data—each of you thought the other was responsible for tracking. Not surprisingly, the discussion was unfocused and seemed to take forever. This time, you both agreed to track progress, but you're not sure what else should happen.

 

Learning Objectives

▪ Prepare for and lead a performance review discussion.
▪ Prepare for and participate in a performance review discussion led by someone who reports to you.
▪ Conduct the tracking that's necessary to prepare for either type of discussion.
▪ Successfully resolve challenges that might arise during the performance review discussion.

 

Keywords

Partners effectively through influence, steward of engagement, evaluate, feedback, goal, manage performance, performance review, progress, track performance, update, Performance Management

 

Target Audience: Leading Others

·         Frontline Leaders

Duration: 20 minutes

Languages: English

LINK HERE


Discussing Performance Progress

 

Course Description

Do you wonder why you have to spend valuable time having performance progress reviews with people? After all, if the person is meeting or exceeding expectations, you both already know it. And if the person isn't meeting expectations, chances are that all you'll face in a discussion are defensiveness and excuses. Right? Wrong! You can turn a progress review discussion from a waste of time to a beneficial experience for everyone by using the right approach.

 

Learning Objectives

▪ Remove the "dread" from progress review discussions.
▪ Achieve business results by ensuring that each person in your work group meets performance expectations.
▪ Plan and conduct effective reviews that encourage people to sustain good performance and improve less-than-desirable results.
▪ Help people understand that monitoring, collecting, and analyzing performance data are shared responsibilities.

 

Keywords

Organizational agility, steward of engagement, ability, accomplishment, advice, aim, capability, cultivate, discuss performance, discussing performance, expectations, indicator, intent, path, performance management, performance progress, progress review, purpose, realization, reason, review, review progress, reviewing progress, strategy, target, Performance Management

 

Target Audience: Leading Others

·         Frontline Leaders

Duration: 20 minutes

Languages: English

LINK HERE


Discussing Performance Expectations

 

Course Description

Because it's so critical that individual performance goals support the overall strategy, many organizations have performance management systems that outline a formal process for setting expectations. What could be easier than sitting down with an individual and working through the process, right? Well, effective leaders know that setting expectations discussions also require the "human touch."

 

Learning Objectives

▪ Guide people in setting performance expectations that will allow the organization to achieve its desired business results.
▪ Instill the human touch into an otherwise process-oriented discussion.
▪ Gain people's commitment to fulfilling the expectations they agree to.
▪ Achieve understanding, alignment, and agreement in setting expectations discussions.

 

Keywords

Coaches and develops others, courageous presence, ability, accomplishment, advice, aim, capability, cultivate, expectation, goal, indicator, intent, objective, path, performance cycle, performance expectation, performance goal, performance management, plan, purpose, realization, reason, set expectation, setting expectation, strategy, target, Performance Management

 

Target Audience: Leading Others

·         Frontline Leaders

Duration: 20 minutes

Languages: English

LINK HERE


Handling Unacceptable Performance

 

Course Description

When team members miss deadlines, don't produce enough, produce poor-quality products or services, or exceed costs, the organization, other team members, internal partners, and customers are hurt. And your job becomes more difficult and more stressful.

 

Learning Objectives

▪ Use the Interaction Guidelines to structure a discussion on what is acceptable performance so that important points are covered and everyone can agree on what they have to do next.
▪ Use Key Principles help people feel respected, understood, involved, and supported.

 

Keywords

Coaches and develops others, steward of engagement, accepted, action, appreciated, authentic, balanced, biases, brain, compliment, customer satisfaction, engagement, feedback, health, hidden biases, neuroscience, phony, positive, positive feedback, praise, resilient, results, self esteem, sincere, situation, specific, specifics, STAR, STAR/AR, successful behavior, task, timely, valued, Coaching

 

Target Audience: Leading Others

·         Frontline Leaders

 

Duration: 20 minutes

Languages: English

LINK HERE


Giving Positive Feedback (STAR)

  

Course Description

Research makes a compelling case for praise as a driver of employee performance. Yet, giving praise can be harder than you might think, thanks to some common hidden biases. In an example a leader who intends to deliver praise finds that his approach is falling flat. You'll learn why. Also, you'll discover how to make your positive feedback sincere and meaningful.

 

Learning Objectives

▪ The research and neuroscience that explains why praise is important.
▪ Hidden biases that trip up leaders.
▪ The best, most authentic way to provide positive feedback.

 

Keywords

Coaches and develops others, steward of engagement, accepted, action, appreciated, authentic, balanced, biases, brain, compliment, customer satisfaction, engagement, feedback, health, hidden biases, neuroscience, phony, positive, positive feedback, praise, resilient, results, self esteem, sincere, situation, specific, specifics, STAR, STAR/AR, successful behavior, task, timely, valued, Coaching

 

Target Audience: Leading Others

·         Frontline Leaders

 

Duration: 10 minutes

Languages: English

LINK HERE


Handling Common Coaching Challenges


Course Description

What do working on challenging assignments, learning new skills, improving performance, repeating successful performance, or finding new solutions to old problems have in common? All these situations could benefit from the advice and counsel of a good coach. In the short term your coaching can help someone accomplish a task or solve a problem; in the long term it can help people develop to their fullest potential.

 

Learning Objectives

▪ Involve people and motivate them to do their best.
▪ Respond when people resist your feedback.
▪ Help someone with a personal problem without getting in over your head.

 

Keywords

Coaches and develops others, courageous presence, challenge, coaching, discussion, encourage, feedback, guidance, handle, help, improve, initiative, instruct, involve, involve, learn, motivate, new skill, performance, personal problem, preemptive, prepare,  proactive, problem, reactive, result, solution, strengthen, success, trust, Coaching

 

Target Audience: Leading Others

·         Frontline Leaders

 

Duration: 10 minutes

Languages: English

LINK HERE


Giving Feedback for Improvement (STAR/AR)

 

Course Description

Providing a direct report with feedback for improvement can be one of your most challenging, least favorite interactions. This structured approach can make such discussions much more comfortable and collegial. Neuroscience explains how using this approach can help you avoid common pitfalls and achieve your intended results.

 

Learning Objectives

▪ The neuroscience behind the reaction to feedback for improvement.
▪ Common mistakes to avoid.
▪ The feedback model that sparks better performance and maintains a positive relationship.

 

Keywords

Courageous presence, coaches and develops others, action, alternative, alternative action, alternative result, angry, balanced, behavior, behavioral, brain, character, control, fairness, feedback, fight, flight, focused, important, improvement, involving, negativity, neuroscience, performance, reaction, respectful, results, situation, specific, STAR, STAR/AR, task, timely, Coaching

 

Target Audience: Leading Others

·         Frontline Leaders

 

Duration: 10 minutes

Languages: English, Spanish, French, German, simplified Chinese, Thai, Italian

(once you launch the course, select your prefered language)


Click here to access the course


Fundamentals of Feedback


Course Description

Feedback tells you whether you're moving toward achieving your goals. People typically welcome positive feedback, as it meets the common personal need to feel valued and appreciated. More than that, when someone does well and receives positive feedback, it helps that person know what behavior to repeat in the future. Developmental feedback is just as critical for helping people apply more effective approaches and achieve positive results at work. It lets people know what they can do to correct mistakes and helps them develop and grow professionally.

 

Learning Objectives

▪ Provide the kind of feedback that encourages people to repeat positive actions.
▪ Provide the kind of feedback that helps people improve their performance.
▪ Ask for and accept the feedback you need to perform effectively.

 

Keywords

Courageous presence, coaches and develops others, acknowledge, action, affirm, balance, better, comment, compliment, congratulate, correct, criticism, developmental, encourage, exceed, excellent, feedback, goal, good, help, improve, inadequate, low, negative, objective, performance, poor, positive, praise, reaction, receptive, receptivity, recognize, result, STAR, unacceptable, Coaching

 

Target Audience: Leading Others

·         Frontline Leaders

 

Duration: 20 minutes

Languages: English

 LINK HERE


Addressing Poor Performance

 

Course Description

When a team member’s poor performance becomes chronic, the negative impact can ripple throughout the team and the organization, leaving the person’s leader with a challenging coaching situation. Three coaching techniques enable leaders to gather solid, documented data and specific feedback that targets improvement areas. By using this performance data along with essential interaction skills, leaders can address performance problems firmly but fairly while gaining the team member’s commitment to improve.

 

Learning Objectives

▪ Recognize the impact of a person's performance on other people, productivity, and profitability.
▪ Utilize performance data to present a solid case for the need to improve.
▪ Use essential interaction skills, balancing seeking with telling, to meet personal and practical needs during performance problem discussions.
▪ Identify your next steps for documenting agreements and providing ongoing feedback and support.
▪ Determine whether to impose formal consequences.

 

Keywords

Coaches and develops others, steward of engagement, authority, assign, assignment, barriers, challenge, decision making, decision making, delegate, delegating, delegation, enthusiasm, motivate, overwhelm, overwork, reluctance, responsibilities, responsibility, task, workload, Delegation

 

Target Audience: Leading Others

·         Frontline leaders

Duration: 2 hours

Languages: English

Click here to access the course

Mobile resources available: DDI Anytime

www.ddiworld.com/app

Advanced Coaching

 Participants advance their coaching skills by learning to apply the Interaction Essentials and feedback skills in a different way to coaching opportunities that do not allow for a face-to-face, sit-down discussion in which the leader and direct report can address the issue in one meeting. Four advanced coaching techniques ensure that leaders no longer miss opportunities to bring out the very best in their direct reports.

 Learning Objectives

▪ Identify opportunities to offer coaching or appreciation.

▪ Plan and initiate proactive or reactive coaching interactions over time and across modes of communication.

▪ Formulate high-impact coaching questions that can lead people to important insights about themselves, their situations, and others.

▪ Use ongoing coaching and sincere appreciation to engage others.

 Keywords

Courageous Presence, Coaches and develops others, spark insight, proactive, reactive, planning, involvement, personal, practical, scan, radar, seize opportunities, balance, support, high impact questions

 Target Audience: Leading Others 

Frontline Leaders

Duration: 2 hours

Languages: English

Click here to access the course

Mobile resources available: DDI Anytime

www.ddiworld.com/ac

Coaching for Peak Performance

 

Course Description

For better or worse, a team member’s work performance has an impact on other people, their productivity, and even profitability. That’s why coaching individuals to achieve their personal best isn’t just a one-time event but an ongoing responsibility. Two types of coaching, proactive and reactive, enable leaders to not only guide people to enhance or improve their performance but also set them up for success before they even begin. Three coaching techniques ensure leaders collect accurate performance data, seek input rather than simply tell, and provide ongoing feedback and support.

 

Learning Objectives

▪ Recognize opportunities to provide coaching to ensure someone's success or to improve or enhance work performance.
▪ Apply three techniques for coaching both proactively and reactively.
▪ Use essential interaction skills to meet personal and practical needs during coaching discussions.
▪ Plan to follow up with the person you've coached to provide feedback and discuss responsibility for measuring results.

 

Keywords

Steward of engagement, builds diverse and inclusive talent, success, proactive, reactive, improve, sustain, guidance, feedback, solve problems, observe, support, balance seeking and telling, use data, personal needs, practical needs, clarify, positive impact, share, involvement, esteem, commitment, redirect

 

Target Audience: Leading Others (Frontline Leaders)

Duration: 2 hours

 Languages: English

Click here to access the course

Mobile resources available: DDI Anytime 

www.ddiworld.com/cpp

Sign up for Reinforcements

This course has available the opportunity to sign up for reinforcements - you'll receive over 12 weeks in the form of short reminders, quick activities to reflect on what you learned and support you as you apply in the workplace. There are questions, text, videos, prompts to reflect, no longer than 2 minutes.

You can access from Mindmarker website (log in as a learner) or Mindmarker app using this code: VC1CPP