When leaders perform, people perform—and when people perform, businesses succeed. Research indicates the greatest impact on employees’ job performance and fulfillment is the quality of their working relationships and interactions with immediate managers. Poor leadership leads to ineffective management, low employee loyalty and retention, and, ultimately, poor organizational performance. Therefore, one of the keys to improving overall organizational performance is to ensure front-line and mid-level leaders have the leadership skills critical to building an engaged, high-performing workforce.
Leading for Performance™ (LFP) is comprised of the following modules:
- Coaching for Performance
- Meeting Leadership Challenges
- Reviewing Performance
- Setting Goals for Success
Program Outcomes
Leading for Performance is a series of performance management leadership effectiveness modules that provide first-line managers, team leaders, and project managers with the skills and tools they need to create effective working relationships with others. Participants learn proven best practices for communication, team building, coaching, goal setting, problem-solving, and other vital leadership competencies that can drive performance and lead to a sustainable advantage for their organizations.
Learning Approach
Leading for Performance is comprised of a number of practical, configurable instructor-led modules. The modules vary in length from one-half day to one day and can be delivered as discrete modules or as an integrated offering over time. This means participants need not be away from their jobs for extended periods.
This program can be taught by a Wilson Learning facilitator or by an organization’s own leader-trained in-house professional. This enables:
- Face-to-face interaction among participants and with the facilitator
- True-to-life skills practice with immediate in-person feedback
- The opportunity for real-time commitment to action
Enabling Improved Performance
Leading for Performance includes various performance application, reinforcement, and support tools, such as job aid cards and planners. These tools ensure that participants can hone newly acquired skills and behaviors upon returning to work. Involving executive management and/or developing peer support groups early on, and training them to coach for improved performance, is important to the successful implementation of Leading for Performance modules.
To discover how we ensure learning is reinforced and applied for improved performance, read more about our Learning Journeys.
Measurement
Follow-up measurement options are available. Participants are encouraged to share planners with their managers to track skill application and performance improvement. This concrete feedback motivates participants to perform and acts as a blueprint for applying their newly learned skills.
Evaluation
Wilson Learning will partner with your organization to measure initial behavioral changes and business results. We will work with you to set up evaluation systems that help improve outcomes and sustain the momentum of your implementation.
To learn more about measuring the impact of learning, visit Measurement.
