We continue our conversations around getting ready for annual performance reviews in our Coaching Café this week.
Importantly, over the past couple of weeks, we’ve looked at key tips and a framework to set those conversations up for success. Furthermore, how to manage the trickier conversations. This week we turn our attention to that box that says ‘state your development plan for the next 12 months’.
Arghh…the dreaded box
Arghh…the dreaded ‘12 month development’ on the performance review. This is the box and task that managers often moan about. But we are not sure why. It could be because the team member has no particular development goals? Alternatively, maybe the goals have been cut and paste from last year?
But we know there is a lot to be gained from coaching people around setting strong development goals. And Natalie has even been known to put herself on a performance development plan!
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Asking the experts
In our Coaching Café this week our Resident HR Specialist, Paula-Jones Hunt and Brigitte Calvert our Learning and Development Manager, share how a coaching approach can work. Particularly when setting up the development plan as part of the annual performance review. And this is a topic that is featured in our Certificate IV in Workplace and Business Coaching (10834NAT).
Every week our team of experts present “Coaching Cafe” webinar with topics for Managers, Leaders, Business Owners, and everyone who wants to be a better workplace coach, leading their teams to higher productivity, better outcomes and a happier, healthier workplace.