3-day Virtual Seminar

Coaching Others to Performance Improvement

Overview

This session provides managers with a structured, practical approach to coaching underperforming employees back to strong performance.

Attendees will learn how to accurately diagnose the root cause of a performance issue, hold constructive coaching conversations, set clear improvement expectations, and track progress in a way that is fair to both the employee and the organization. The focus is on turning performance around early, before issues become entrenched or require formal action.

Why you should Attend

If you have someone on your team whose performance has slipped and you're not sure whether to coach them, warn them, or wait it out, this session gives you the clarity you need. Performance issues that go unaddressed don't just affect the individual - they affect team morale, workload distribution, and your credibility as a leader who holds a fair, consistent standard.

The earlier and more skillfully you intervene, the more likely you are to turn performance around before it requires formal action. This session equips you with a proven coaching framework to diagnose performance issues accurately and guide people back to success.

Areas Covered in the Session

• Why performance issues are rarely what they first appear to be
  
• A framework for diagnosing the real cause of underperformance
  
• The difference between a skill gap, a will gap, and a situational issue
  
• How to open a performance coaching conversation without triggering defensiveness
  
• Setting clear, specific improvement expectations and timelines
  
• Coaching techniques that build ownership instead of resentment
  
• Following up and tracking progress without micromanaging
  
• What to do when performance doesn't improve despite coaching
  
• Balancing empathy with accountability throughout the process
  
• Documenting performance coaching conversations properly
  
• Recognizing and reinforcing improvement when it happens
  

Who Will Benefit

• People Managers
• Team Leads
• Supervisors
• HR Professionals
• Performance and Talent Management Professionals
• Department Heads
• Any Leader Responsible for Employee Performance