Certificate in Performance Appraisal

Day 1

Session 1: Introduction and Objectives

• Delegate Introductions;
• Personal Objectives;
• What is the purpose of an appraisal?
• Appraisal systems used in International companies
• Exercise: What system should we use?

Session 2: Situational Leadership

• The concept of “maturity in the role”;
• Approaches: directing, coaching, supporting, delegating;
• The implications of using an inappropriate style;
• How situational leadership impacts on the appraisal system;
• The “Skill” versus the “Will”;
• Personal Exercise: Delegates assess the “maturity level” of the members of their own team and consider what style of approach they are using.

Session 3: Meeting One to One with our Reports

• What is the purpose of a one to one?
• How often should we be having a one to one?
• How do the one to ones impact on the annual appraisal;
• How to structure the meeting and get them to “open up”;
• Personal Exercise: Delegates assess the “maturity level” of the members of their own team and consider what style of approach they are using.

Session 4: Knowing Our People

• Understanding different personality types;
• Social styles: amiable, analytical, driver, expressive;
• Getting to know the real person ǽ How to influence the different social styles;
• Case Study: Identify 4 character types and plan a communication strategy.

Day 2:

Session 5: The Appraisal Meeting

• Setting up the meeting;
• Managers’ preparation for the interview;
• Appraisee preparation for the interview;
• Structure of the meeting;
• Giving positive and negative feedback;
• Follow up after the meeting;
• Role Plays: Delegates will role play giving positive and negative feedback to an appraisee.

Session 6: Agreeing Goals and Objectives

• SMART objectives;
• Exercise on writing SMART objectives;
• How to handle the poor performer and target the “star”;
• How to improve the performance of the “average” performer;
• Monitoring performance ǽ Case Study: An appraisal interview with a manager who has good results but whose style causes problems

Session 7: Motivating for Outstanding Performance

• What motivates your people?
• Brief on motivation theory
• How motivation can effect performance
• Motivation in the appraisal interview
• Case Study: Motivating Mike Morgan

Session 8: The Development Plan

• Writing a development plan for each of our direct reports;
• Course summary;
• Course evaluation;
• Action Plans: Delegates prepare an action plan committing themselves to changes that they will implement at their next appraisal interview.

Graeme L'Anson

Training and Development 

Graeme I’Anson is an independent Training Consultant specializing in Sales, Leadership and Personal Impact Training.

Graeme has 25 years of experience training participants in 36 countries across the world.

After Graeme joined the family textile business and was involved in sales for many years he managed the business and export sales for over 10 years. He then joined a Training Consultancy in Scotland and successfully developed a broad range of clients in many industries and sectors. After 9 years Graeme then joined DC Gardner Training as Global Head of Sales and Management Training.

In his 12-year career with DC Gardner Training Graeme designed and delivered training programs for major international banks and corporate institutions in Europe, Asia, the Middle East and the US. He was also responsible for the accreditation of all the trainers who trained for the company and this involved conducting numerous “Train the Trainer” workshops in London, New York, and Hong Kong.

Graeme specializes in Sales and Negotiation, and Management Development workshops as well as pitching and presenting. He is qualified in Thomas International’s Personality Profiling Assessment DiSC and MBTI.