Performance Management for Managers

Performance Management for Managers

Quincunx Learning Center "Closing the Skills Gap" 

Register:  https://www.school-network.net/Courses/Register/5179

Cost: $175

Dates: 3/4-4/8 (5 weeks)

Course Overview This course was developed to assist managers with the skill gap of performance management. Performance management is an exciting process that involves working with the individual and the organization to improve organizational effectiveness to accomplish a specific goal or mission. However, when an individual gets promoted, there isn’t always a formal training to help with the transition from employee to manager.  The intent of this course is to assist new and old leaders with planning work outcomes, setting realistic expectations, and creating a culture that strives for success.  The object of this course is for each student to understand how to set reasonable goals during the goal planning process. I want students to leave this course feeling excited about handling conflict because they are armed with the right tools to have productive conversations. This will be done through collaborating with employees and creating a culture of ownership. Most importantly, you will learn to create accountability among your staff and yourself. Recommended Readings Managing, Henry Mintzberg Chapter 3 HBR Guide to Performance Management Important Links https://www.school-network.net/Courses/Register/5179 http://www.Quincunx_Learning

Course Schedule

Week	Subject	Learning Objective
Week 1	Goal Planning	To set effective goals, first you need to understand what the individual is trying to accomplish. By the end of the week you will demonstrate the ability to communicate with an individual about their needs, and collaborate with your employee on goal planning going forward. This includes defining what makes an effective goal, how to measure if a goal is effective, and if they are reasonable .   Activity: Create a plan utilizing SMART goal planning for a current work situation
Week 2	Developing Employees	There is a difference between having a conversation and having an intentional conversation to identify what someone aspires to be.  Understanding your employee’s motivations, strengths, and weaknesses will assist you when developing your employee.  At the end of this week you will have a basic understanding how to identify the needs of an employee and how to assist in developing your employee.   Activity: Create a sample developmental plan
Week 3	Performance Review Process	Annual performance evaluations have mixed reviews, many companies are changing the way they look at the performance review process.   The review conversation is just as important as the actual performance review, by the end of the week you will understand how to initiate an effective conversation.  Develop your own individual approach, and demonstrate the ability to adjust objectives for through goal planning.       Activity: Post in the discussion board how this week has changed the way you look at the performance review process.
Week 4	Tough Topics in the Workplace	Tough topics shouldn’t be saved for annual reviews.  These conversations should take place within a reasonable time of the incident.  However, knowing why they behavior is happening is essential to understanding how to handle the tough topic.  This week will we be discussing issues from the previous week’s topics:  developing employees, performance reviews feedback, and goal setting.   Activity:  Choose one of the case studies in the resource area, analyze the case and discuss how you would handle the tough topic with the class.
Week 5	Ongoing Performance Management	Performance management isn’t something you do just once a year or even twice a year.  Assessing performance is about providing continuous feedback and discussing observations with your employees.  It is about coaching your employees and closing any performance gaps that have been identified.  Finally, it is about keeping your good employees motivated and encouraging them during low performance periods. Activity: Identify your own areas of opportunity when it comes to employee feedback.

Mission of Quincunx Learning Academy

Traditional education teaches students different theories, real work experience gives practical hands on experience, however what about the gap in-between? All classes are geared at closing the skills gap, this is done by creating short affordable classes focused on skills that can be applied immediately in the "real world".  

Professor - Nerissa Conn  https://www.linkedin.com/in/nerissakulling/

I am quite passionate about education and helping individuals meet their personal and professional goals! I have always been a non-traditional student, working full-time and obtaining my degrees. My path wasn’t always clear, my life experiences and jobs have helped carve my own path.  My educational background includes a A.A in Commercial Art from Westmoreland County Community College, B.F.A in Fashion and Retail Management from The Art Institute of Pittsburgh, M.S. in Industrial/Organizational Psychology, and I am a PhD candidate in Organizational Leadership at The Chicago School of Psychology. Currently, I am working on my dissertation which is all about understanding motivation among virtual workers,  teaching virtually is exciting and feeding my research interest!  

My own personal journey to my PhD has not always been easy, which has allowed me to understand obstacles that might impact a student’s educational journey. I take a collaborative approach to teaching which allows me to understand each student’s unique perspective, and encourages productive conversations that lead to personal growth, and lively class discussions! A student who comes to class open to self-discovery and willing to share their own knowledge, is a student who will leave my class excited and ready to apply their new knowledge in the real world!

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