This document outlines a training program on performance boosting conversations. The 6-unit program covers giving effective feedback, having performance boosting conversations, dealing with conflict, facilitating meetings, influencing others, and leading change. It provides guidelines and frameworks for difficult conversations, including feedback on poor performance and the Five Conversations Framework to improve employee engagement through regular check-ins. Sample questions are given to start conversations in each area of the framework. Benefits of the framework include ongoing dialogue, openness, flexibility, timely information, and a more relaxed approach.

1. Dr Tim Baker
tim@winnersatwork.com.au
www.winnersatwork.com.au
Performance Boosting Conversations

2. Unit 1—Giving Effective
Feedback
Unit 2—Performance
Boosting Conversations
Unit 3—Dealing Effectively
With Conflict
Unit 4—Facilitating Great
Meetings
Unit 5—Influencing Anybody
About Anything
Unit 6—Leading Change
Successfully

5. Exercise
Using SBI, how can you frame some sensitive feedback?

6. After Action Review
• What do you think went well?
• What Could have gone better?
• What would you do differently next
time?

7. Avoid
confrontation
& argument
Emphasis
strengths as
well as
weaknesses
Seek out
the causes

8. Guidelines for
Conversations
on Poor
Performance

9. Surveys show that up to 70% of people are disengaged at work

10. Five Conversations Framework

11. 50%
77%
Survey 1 Survey 2
The communication
between management &
staff is reasonably good
most of the time
23%
44%
Survey 1 Survey 2
My boss has talked
to me about ways
of improving job
satisfaction

12. 43%
72%
Survey 1 Survey 2
My boss has
discussed my
strengths & talents
with me
43%
61%
Survey 1 Survey 2
My boss has given
me feedback on my
strengths & talents
47%
67%
Survey 1 Survey 2
My boss is very
aware of my
strengths & talents

13. 36%
72%
DISAGREE
Survey 1 Survey 2
I have not received
enough feedback
on my work from
my boss
43%
72%
AGREE
Survey 1 Survey 2
I feel my boss is
getting the best
out of me in my
current role
40%
55%
AGREE
Survey 1 Survey 2
I have discussed
strategies to grow
and develop in my
current role with
my boss

14. Questions were not intrusive and could be delivered
in a friendly manner; they provided an opportunity to
learn more about individual team members
The conversations helped to break down barriers to
communication and enabled line managers to have
more open conversations with team members
The FCF has fostered more impromptu
conversations in the team (e.g.: discussions about
what team members are working on)
Overall, the FCF assisted in improving engagement,
trust and relationships for participants

15. Here are some questions to start each of the Five Conversations

16. Benefits of the
Five
Conversations
Framework
ongoing dialogue
openness and directness
flexibility
timely information
more relaxed approach

17. Here are some questions to start each of the Five
Conversations
• On a scale of 1 to 10 (10 is high and 1 is low), how would you rate your current job
satisfaction? (Climate review)
• What’s the one thing you enjoy about your work? (Strengths and talents)
• What is the one area you want to develop over the next six months? (Opportunities for
growth)
• Based on our strengths and talents and opportunities for growth conversation, what are some
learning and development opportunities you’ve been thinking about? (Learning and
development)
• What is one area of improvement we can make in our workplace? (Innovation and continuous
improvement)

18. Start your performance and development conversation
catch ups.

19. Unit 1—Giving Effective
Feedback
Unit 2—Performance
Boosting Conversations
Unit 3—Dealing Effectively
With Conflict
Unit 4—Facilitating Great
Meetings
Unit 5—Influencing Anybody
About Anything
Unit 6—Leading Change
Successfully