1. Vital Conversations: • The Art and Science of • Performance Management • Presented by • April Fairey

2. Vital Conversations™

3. Good to Great: Key Success Factors • Level 5 Leaders • First Who, Then What • Brutal Facts • Define Your Hedgehog

4. Change the Common Scenario

6. Vital Conversations • Art and Science to retain, develop or discipline • Every Leader is a coach of his/her team of employees • Vital Conversations – Tools to assess and coach on performance to achieve the goals

7. Three Performance Groups

8. Who’s Who?

9. Attributes of High Achievers • Proactive • Applied Knowledge • Always “We” • Positive and Optimistic • Team Focused • Patient Centered • Always “Always” • Shared Experience • Can-Do Attitude • Personal Attributes Align with Values

10. Attributes of Solid Performers • Often Proactive • Knowledgeable • Usually “We” • Generally Positive • Team Focused • Patient Centered • Usually “Always” • Experienced • Will-Do Attitude • Personal Attributes Mostly Align

11. Attributes of Under Achievers • Reactive • Minimum Knowledge • Always “Me” • Generally Negative • Problem Focused • Self-Centered • “Always” is Impossible • Minimum Experience • “No-Can-Do” Attitude • Expert Analysis of “we-they”

12. Coaching High Performers • Solicit their input and opinions • Provide Challenging Assignments • Find Opportunities for Exposure Beyond Current Role • Reward and Recognize • Manage Up

13. Coaching a Solid Performer • Give Feedback on their performance • Be Candid • Agree on the development area • Spend time with them • Reward and recognize • Engage in discussion re: Future

14. Coaching Under Achievers Develop or Detach

15. Are all Under Achievers the Same? • Move them up with coaching and skill development • Right bus but wrong seat • Wrong Bus

18. Coaching Under Achievers DESK • D – Describe Behaviors • E – Expect Improvement • S – Set Timeframe for Improvement • K – Know the Consequences

19. Coaching Under Achievers • Get involved early • Be very specific on performance • Ask for their suggestions • Agree on a specific plan, metrics and deadlines • Be very clear about consequences • Frequent reviews and encouragement

20. “Learning is defined as a change in behavior. You haven’t learned a thing until you take action and use it.” -Don Shula and Ken Blanchard Everyone’s a Coach

21. How We Teach Vital Conversations • Train the Trainer Vital Conversations • Begin with the Senior Team • Performance Assessment Tool • Review Assessment with Senior Leader and Begin With High Performers • Use Conversation Planner to Document

22. Complete This Session’s Action Plan.Thank You!