Driving and Maintaining Peak Performance in the Organization Through Right Strategies

OVERVIEW

Getting peak performance is not really about appraisal forms or appraisal systems. Many managers hide behind these forms rather than lead their employees and hold their employees accountable by helping them make themselves accountable.

Leadership involves motivating your staff for achieving peak performance at work and challenging them to perform at their very best.

One reason why managers do not get peak performance is because they focus on competencies, learned skills, and traits rather than on results.

While people can change and improve their traits, it will take real commitment, discipline, peak performance strategies and desire to change their old habits. But changing habits and behaviors will result in getting better results. Changing habits takes real effort but it can be done.

The fact is that most terminations do occur because of attitudes and behaviors rather than a lack of skill or knowledge. These attitudes and behaviors affect execution.

Change the behaviors and you will change the results. 
Participants in this webinar will learn how to engage employees in the performance improvement process with emphasis on development and obtaining the results that their business partners in the organization require, and how to maintain peak performance.

WHY SHOULD YOU ATTEND

Attend the webinar to learn the essentials of performance management and tips on achieving peak performance at work.

AREAS COVERED

• How to take your personal leadership to the next level?
• Effective performance management by holding people accountable for results
• Effective peak performance strategies for obtaining successful outcomes
• A goal setting and attainment process that really works
• Effective learning and development

LEARNING OBJECTIVES

Most organizations do annual performance appraisals and most Human Resource professionals are charged with developing a performance appraisal system. This process alone is one of the most universally disliked systems. Why? Appraisal systems do not focus or focus enough on two very important areas—Employee Development and Results.

A poor employee appraisal system can be counterproductive. Uneven employee performance leads to inconsistency and poor execution of goals and objectives.

You will learn methods to remedy that situation.

WHO WILL BENEFIT

• HR Professionals
• CEO
• Senior Vice President
• Vice President
• Executive Director
• Managing Director
• Regional Vice President
• Area Supervisor
• Managers