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Company registration service (RSA only)

We are able to register a company in South Africa for a flat fee. You will be required to fill out a questionnaire that will provide us with sufficient information to register the company. Out typical turnover time are 2 to 4 working days for shelve ...

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Business Excellence Network (BEN) for predictable business performance

Master and apply best business management practices for predictable success

You want your business to break through. You want to end the stress and frustration of putting out the same fires over and over again. You want a way to achieve consistent results–even when you are not doing the work. You want to build a loy...

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Posted: 2005-04-18 / Author:

A 5 Step Coaching Model To Accountable Performance

Purpose of Class:
To provide, discuss and use a simple and effective coaching model for allowing employees to take accountability for their own performance and development.

Key Points:
Clearly self-assessing and defining the current situation is imperative for development. Allow the employee to articulate a desired outcome for a specific and manageable timeframe. Specific action steps with timelines must be created and implemented. Identifying obstacles in advance will help address them when they arise.

Five Questions This Class Will Answer:
1. How do I dissect my employee’s current situation?
2. What if my employee doesn’t have any goals or desired objectives?
3. How much can I direct the development process to meet my business needs?
4. How do I keep this employee on track?
5. How do we handle obstacles that are out of our control?

Five Common Problems This Class Can Help You Overcome:
1. Victim mentality.
2. Substandard employee/team performance.
3. Constantly solving problems for others.
4. Managing time.
5. Lack of staff/team initiative.

Other Useful Resources:
Co-Active Coaching by Laura Whitworth, Henry Kimsey-House, Phil Sandahl Executive Coaching with Backbone and Heart by Mary Beth O’Neill In Your Hands: The Behaviors of a World-Class Leader by Phil Geldart




 
 





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