Pedagogical objectives
- Make development interviews a managerial ritual, so as not to intervene only when things aren't going well or when it's already too late.
- Prepare your interviews by focusing on employee development
- Monitor their goals over time, encouraging them to take action
The program
- Preparation: how to prepare yourself and help your colleague prepare?
Example of tools: Define your managerial intention; The Start / Stop / Continue technique for preparing the exchange. - Leading the conversation: How to manage uncomfortable situations (employee who has no plans, who wants to progress too quickly, etc.)
Example of a tool: the hourglass technique to structure the conversation.
Ongoing monitoring: how can you support an employee's progress over time? Example of a tool: The follow-up logbook
WHEN YOU LEAVE THIS WORKSHOP, YOU'LL KNOW...
- Integrate development interviews as an essential management ritual, to anticipate growth needs and opportunities, rather than intervening only in crisis situations or when difficulties have already set in.
- Approach each interview by focusing on the employee's support and progress, and thinking about how to support his or her long-term development.
- Ensure regular monitoring of the objectives set, while encouraging employees to take the initiative and take concrete action to make progress on their projects.
AND IT WILL COME IN HANDY...
- Don't put everything on the annual review
- Keeping your employees loyal
- Build your reputation as a manager-coach, even beyond your own team
Extracts
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