Steps for Training Leaders to exceed at  Performance Appraisals<br />Guide to setting personal goals, business objectives,...
Table of Contents<br />Setting personal goals<br />Defining business objectives<br />Better performance<br />Improved rela...
Setting personal goals<br />Professional Development <br />Continuing Education<br />Course certificates in Ethical Practi...
Defining business objectives<br />Living Company Values<br />Know company processes and promote ethical practices in accor...
Defining business objectives (Continued)<br />Articulating and Promoting Strategic Direction<br />Shows commitment to the ...
Defining business objectives (Continued)<br />Applying business Acumen<br />Demonstrate curiosity and understanding of cus...
Defining business objectives (Continued)<br />Driving Execution<br />Is receptive to new ideas, accepts challenging goals,...
Better performance<br />Striving for Excellence<br />Identifies tasks or procedures that could be streamlined and challeng...
Better performance (continued)<br />Acting Upon Opportunities for <br />Change and Innovation<br />Approaches problems wit...
Better performance (continued)<br />Demonstrating Commitment to Sustainability.<br />Understands which stakeholders his/he...
Better performance (continued)<br />Building Organizational Talent<br />Leverages and builds on his/her strengths to impro...
Better performance (continued)<br />Using Technical/Functional Expertise<br />Accesses technical/functional information as...
Better performance (continued)<br />Being Dedicates to EH&S (Safety) First<br />Understands and complies with EH&S guiding...
Improved relationships<br />Fostering Teamwork<br />Shares information with his/her team members in a transparent manner a...
Leadership skills<br />Leading Employees<br />Raise concerns and issues that go against what he/she believes is right so t...
Leadership skills (continued)<br />Successful Mastery of Competencies<br />Performance fully meets the adjectives and key ...
Leadership skills (continued)<br />“Helping them develop the skills and then holding them accountable for applying those s...
Performance evaluations- effective supervisory leadership<br />Being successful is a powerful motivational force.  It is i...
Works cited<br />LeadersBeacon.com (2010, November 8). 4 Steps to Effective Performance Management.  Retrieved June 29, 20...
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Debbie cooper steps for training leaders to give effective performance appraisals

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Debbie cooper steps for training leaders to give effective performance appraisals

  1. 1. Steps for Training Leaders to exceed at Performance Appraisals<br />Guide to setting personal goals, business objectives, better performance, improved relationships, and leadership skills.<br />Debbie Cooper June 29, 2011<br />
  2. 2. Table of Contents<br />Setting personal goals<br />Defining business objectives<br />Better performance<br />Improved relationships<br />Leadership skills<br />Performance Evaluations-Effective Supervisory Leadership<br />
  3. 3. Setting personal goals<br />Professional Development <br />Continuing Education<br />Course certificates in Ethical Practices<br />Obtaining membership to professional organizations<br />Obtaining certifications for your professional field<br />
  4. 4. Defining business objectives<br />Living Company Values<br />Know company processes and promote ethical practices in accordance with the organization’s Code of Conduct<br />Earn trust by keeping promises, showing accountability, sending consistent messages to others, and following up with appropriate actions.<br />Engages in open and transparent communication with coworkers to further teamwork and common goals.<br />
  5. 5. Defining business objectives (Continued)<br />Articulating and Promoting Strategic Direction<br />Shows commitment to the business strategy and objectives by aligning his/her actions with departmental goals.<br />Consistently prioritizes activities aligned with his/her department’s goals and specific objectives.<br />When necessary, reminds his/her colleagues of the important of the department’s business objectives.<br />“A performance appraisal system links achievements at all levels of the organization with corporate, business, and unit’s objectives.”<br />AllExperts.com (2009, March 1). The Ten Steps in Developing an Effective Performance Appraisal approach. Retrieved June 29, 2011, from http://en.allexperts.com/q/Hiring-Employees-2132/2009/3/Performance-Appraisal-system.htm<br />
  6. 6. Defining business objectives (Continued)<br />Applying business Acumen<br />Demonstrate curiosity and understanding of customer needs as well as economic, financial, and industry data, by seeking out knowledge and discussing it with others.<br />When receiving conflicting information, asks probing questions to evaluate the accuracy, underlying assumptions and reliability of each source and set of information.<br />Uses economic, financial, and industry data, combined with knowledge of customer needs, to help support planning and decision-making.<br />
  7. 7. Defining business objectives (Continued)<br />Driving Execution<br />Is receptive to new ideas, accepts challenging goals, and recognizes the necessity of change to improve service performance.<br />Contributes actively to finding fast and creative solutions to the challenges presented to the teams.<br />Asks exploratory questions and works jointly with team members to solve problems.<br />
  8. 8. Better performance<br />Striving for Excellence<br />Identifies tasks or procedures that could be streamlined and challenges others on the team to do the same.<br />Consistently raises the bar for achievement by trying to meet difficult standards, assuming new responsibilities, and/or practicing new skills beyond the scope of his/her present job.<br />Openly seeks new knowledge, and creatively applies new learning to improve processes and performance.<br />
  9. 9. Better performance (continued)<br />Acting Upon Opportunities for <br />Change and Innovation<br />Approaches problems with confidence, curiosity, and an open mind, views them as challenges to be overcome rather than insurmountable obstacles.<br />Uses creativity and demonstrates innovative thinking when providing ways to improve current practice.<br />Acts upon opportunities for innovation by rapidly identifying and keeping new initiatives that work, while discarding those that do not.<br />
  10. 10. Better performance (continued)<br />Demonstrating Commitment to Sustainability.<br />Understands which stakeholders his/her work impacts, and systematically takes their needs and expectations into account when making decisions.<br />Prioritizes courses of action that provide the highest value to the customer and other stakeholders, by considering different points of view when making decisions or suggesting innovations.<br />Asks questions about the long-term viability of innovations and participates in discussions regarding innovations’ contribution to maintaining a positive equilibrium with regard to three dimensions: people (social aspect), plant (environmental aspects), and profit (economic aspect).<br />
  11. 11. Better performance (continued)<br />Building Organizational Talent<br />Leverages and builds on his/her strengths to improve both personal and team performance.<br />Takes responsibility for achieving learning goals.<br />Seeks feedback from his/her manager on a continual basis and uses this as a basis for improvement.<br />“High performers are results oriented (goals, metrics, etc.) but also the behavior that generates the results.”<br />LeadersBeacon.com (2010, November 8). 4 Steps to Effective Performance Management. Retrieved June 29, 2011, from http://www.leadersbeacon.com/4-steps-to-effective-performance-management/<br />
  12. 12. Better performance (continued)<br />Using Technical/Functional Expertise<br />Accesses technical/functional information as required, pertaining to his/her role.<br />Analyzes technical problems and proposes solutions to enhance his/her job performance, work efficiency, and/or safety.<br />Accepts changes to procedures and processes and applies them.<br />
  13. 13. Better performance (continued)<br />Being Dedicates to EH&S (Safety) First<br />Understands and complies with EH&S guiding principles as an essential part of his/her operational activities.<br />Engages in open and transparent communication with co-workers to achieve greater understanding of environmental, health and safety issues.<br />Immediately reports any challenges or breaches related to EH&S guiding principles.<br />
  14. 14. Improved relationships<br />Fostering Teamwork<br />Shares information with his/her team members in a transparent manner and supports opinions with concrete and precise facts.<br />Contributes to achieving team goals by clearly articulating his/her views, by actively listening to others, and by respecting and abiding by team decisions.<br />Demonstrates thinking ability by acquiring knowledge and ideas outside of traditional internal channels and structures. <br />“A well thought out performance appraisal system, clear expectations, reviews that inspire, and action plans are critical to the individual’s and organization’s success.”<br />Performance-Appraisals.org (n.d.). Four Steps to Better Performance Reviews By Linda Henman. Retrieved June 29, 2011, from http://performance-appraisals.org/experts/4steps.htm<br />
  15. 15. Leadership skills<br />Leading Employees<br />Raise concerns and issues that go against what he/she believes is right so that they can be openly discussed.<br />Personally addresses issues instead of waiting for others to do so.<br />Invites and listens to others’ points-of-view and, where possible, works cooperatively when making plans, developing solutions to problems or working to achieve goals.<br />
  16. 16. Leadership skills (continued)<br />Successful Mastery of Competencies<br />Performance fully meets the adjectives and key areas of responsibility.<br />Show the expected mastery of leadership competencies.<br />Perform in an effective and professional manner. <br />Make significant positive contributions daily and attain department goals.<br />Employees who perform well in their present job will have potential for further promotion.<br />
  17. 17. Leadership skills (continued)<br />“Helping them develop the skills and then holding them accountable for applying those skills in practice” is important to effective performance management.<br />ManagementTraining.biz (n.d.). Management Training: Management Skills Training-5 Steps to Effective Performance Management. Retrieved June 29, 2011, from http://www.managementtraining.biz/management_training_5-Steps-to-Effective-Performance-Management.<br />
  18. 18. Performance evaluations- effective supervisory leadership<br />Being successful is a powerful motivational force. It is intrinsically linked to performance, values, behavior, expectations, standards, goals, integrity, and the trust that forms strong foundations of any company.<br />“Accountability for both performance and values can occur only after expectations for both are clear and agreed to.” Thus, perfecting superior results from performance evaluations is a strategic management tool! <br />The Ken Blanchard Companies (2010). Creating a High Performance, Values-Aligned Culture. Retrieved June 29, 2011, from https://ecampus.wvu.edu/webct/urw/lc970284459011.tp0/cobaltMainFrame.dowebct<br />
  19. 19. Works cited<br />LeadersBeacon.com (2010, November 8). 4 Steps to Effective Performance Management. Retrieved June 29, 2011, from http://www.leadersbeacon.com/4-steps-to-effective-performance-management/<br />Performance-Appraisals.org (n.d.). Four Steps to Better Performance ReviewsBy Linda Henman. Retrieved June 29, 2011, from http://performanceappraisals.org/experts/4steps.htm<br />ManagementTraining.biz (n.d.). Management Training: Management Skills Training-5 Steps to Effective Performance Management. Retrieved June 29, 2011, from http://www.managementtraining.biz/management_training_5-Steps-to-Effective-Performance-Management.html<br />AllExperts.com (2009, March 1). The Ten Steps in Developing an Effective Performance Appraisal approach. Retrieved June 29, 2011, from http://en.allexperts.com/q/Hiring-Employees-2132/2009/3/Performance-Appraisal-system.htm<br />The Ken Blanchard Companies (2010). Creating a High Performance, Values-Aligned Culture. Retrieved June 29, 2011, from https://ecampus.wvu.edu/webct/urw/lc970284459011.tp0/cobaltMainFrame.dowebct<br />

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