- Classroom Training
- Virtual Training
8 - 12
… However, in most cases these assessment techniques appear as an unnecessary burden for employers. Just by hearing the words “performance appraisal”, many subordinates feel uncomfortable, and many managers think of the process as a necessary evil, not even regarding it as an integral part of their job. This attitude can degrade performance appraisal discussions simply to paperwork to tick off.
The course aims to change the negative attitude regarding the performance appraisal process by exploring the impact of increasing performance, if a high level of managerial work is exhibited, and the advantages inherent in performance appraisal.
During the programme participants become acquainted with the criteria of a well-functioning performance appraisal system. They acquire the right managerial behaviour in certain phases of the performance appraisal cycle, will know how to set proper and customized goals and KPIs for their subordinates, will know how to observe performance and how to give developmental feedback that is encouraging and measurably helps to improve performance.
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Climate change, natural disasters, energy crisis. We can feel them in our skin. What can we do? Is there anything we can do to mitigate these negative impacts?
“Your brand is what other people say about you when you are not in the room,” says Jeff Bezos. Self-awareness and defining your leadership role as a female leader is paramount. But self-awareness is not enough, we also need to define how we present ourselves to the world. Personal brand is key for anyone who wants to be successful in their field. Women leaders also need to consciously build and develop their personal brand.
The recent reality is not short of challenges. Constant change, uncertainty, rapid adaptation, and dealing with unexpected situations can overwhelm us very quickly if we don’t take care of one of our most important resources – our emotions.
The groundbreaking research of Shirzad Chamine and his concept of Positive Intelligence is the foundation of this program. It encourages participants to take an inward journey and realize who those internal saboteurs are who hinder their progress.
Over the past period, remote work and online communication have become the new routine in the lives of many teams. This virtual distance brought a new set of challenges not only in how to successfully operate, but also in how to maintain team spirit, the feeling of togetherness, and improve collaboration&communication.
We are living in a world of digital revolution. Organizations, teams and people are connected more than ever before. We can love or hate the changes the technological explosion is generating in our life, but avoiding them is impossible.
Numerous studies show that diverse teams – in case they are managed well – perform better than homogeneous ones. Social groups are increasingly making their voices heard and there are more opportunities for social injustices to be addressed. So everything is going in the right direction. Or is it not?
Many leaders assume engagement is a task for top management and HR. But is engagement something that you can only influence from the top? What is the responsibility and opportunity of direct supervisors, middle management, and even employees in enhancing engagement?
All of us are parts of different teams, and our success is highly determined by the members of these teams. Our specific Insights-based program focuses not only on development of the individuals, but also on the common development of the team.