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Coach Employees to Strengthen their Emotional Intelligence

Not every employee who joins the organization has strong emotional intelligence. Some employees tend to be reactive and don’t handle stress or conflict well. They are easily “triggered” by others and may not collaborate or communicate in the best way.

Writing up an employee under a Performance Improvement Plan is not the best way […]

Using the GROW Model to Coach Employees

GROW Model

The GROW Model is a method for setting goals and managing performance of employees. It is a simple process to use and has been proven quite effective. At Abudi Consulting Group we use it in coaching with our clients. The GROW Model was developed in the United Kingdom in the 1980s by Sir John Whitmore. […]

Are You Doing Performance Planning with Your Employees?

Performance planning is a key responsibility of leaders. It is the beginning of performance management. Leaders can start managing performance by initiating performance planning with each of your employees. During the performance planning session, answer the following questions:

What are the employee’s main responsibilities? What are success factors for those responsibilities? What is the employee’s […]

Using the Data from Your Analysis of the Performance Management System – Part II

In our first article we discussed the fear of having performance management conversations and provided a few options to address managers’ concerns. In our second article, we explored ways to evaluate a current performance management process. In this article, we will review analyzing the data captured from the assessment process and using it to make […]

Evaluating Your Current Performance Management Process – Part I

In our last article we discussed the fear of having performance management conversations and provided a few options to address managers’ concerns. In this article, we will discuss how to address one of the concerns around a performance process that does not make sense and specifically how to get managers and others involved in evaluating […]