GROUP MEMBERS :SHASHANK JHAWAR JATIN KHANNA RAJENDER SONI SHIVANI SHARMA VIPIN DESWAL

Progress and success

toward goal achievement

Your goals The employees goals The departments goals The organizations goals

Focus on performance issues Clear expectations Improvement Productivity Objectivity Accuracy Performance, not person

Knowledge Ongoing Detailed Monitored Consistent Fair Timely Motivational

Communicate goals, mission, values, purpose Improve working relationships Improve management Identify and communicate strengths and areas for improvement Provide feedback Develop Monitor Support
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Think about your last review:

- What thoughts come to mind? - What went right, what went wrong?

Clear expectations Positive/constructive feedback on regular basis Understand evaluation criteria Involvement in goal setting

Accurate job descriptions

Be treated fairly and consistently Sharing of info and resources Job/career enrichment opportunities

Elements Listening

Outcomes Better performance Improved morale, trust, and loyalty Commitment

Coaching Feedback

Active listening Expression Verbal/non-verbal cues Distractions Retention

Reflection Reiteration/Paraphrase Body Language Elaboration Acknowledgement

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Observation Counsel Condition Criteria

Solutions Agreement Follow through Adjustment

Response

Follow-up
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Purpose Setting Timing Forward focused Two-way Responsive

Accurate Balanced Relevant Comprehension Agreement Follow-up

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Professional Purpose Listening vs. talking Performance, not personality Support Privacy

Start with positive I vs. you statements Factual Strategize Goal setting focus Resolution
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Have an open mind Avoid defensiveness Listen for meaning Seek out resolution Give guidance Utilize effectively
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Preparation Professionalism Matching body language to message

Tone awareness
Scripting Focusing Responsiveness
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Define Brainstorm alternatives Identify causes Collect/analyze info Consensus Action plan
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SMART Goals:
Specific Measurable Attainable Relevant Time sensitive
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Destructive Conflict

Adversarial positions Right vs. wrong No listening No alternatives offered Unyielding

Issues/problems not defined Breakdown in communication Win/lose, lose/lose

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Constructive Conflict

Focus on issue Acknowledge Allow for venting Separate feelings from issues Active listening

Allow reflection Repeat back Brainstorm alternatives Obtain agreement Win/win

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The conventional definition of management is getting work done through people, but real management is developing people through work.

- AGHA HASAN ABEDI

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