| Summary: | Performance reviews often produce a rollercoaster of emotions, reduced productivity, and increased workload and frustration for employees, managers, and HR business partners. This is because most new managers are not provided with training on how to work with their reports to identify, set, and track S.M.A.R.T. goals. Without realistic, achievable goals, filling out the requested review documents is painstaking and laborious. By the end of this course, the learner will have core goal setting skills that are brand agnostic so they can be utilized across organizations and business units. They will learn how to empower their team to define and write their own S.M.A.R.T. goals, all while ensuring full accountability. What you'll learn and how you can apply it Qualifying coaching questions to understand direct reports motivations and BHAGs Process to empower your team to define and write their S.M.A.R.T. goals Simple planning methodology Goal tracking recommendations 360 accountability (holding yourself and your direct reports accountable to achieve their goals) This course is for you because: You're a newly promoted manager looking for a process that helps facilitate goal setting and structured accountability for your team. You're a new people manager who is entering your first round of performance reviews. While you understand the company mandated deliverables, you are unsure how to structure conversations with your direct reports to complete them. You're a fairly new manager. While you have been through cycles before, your team is preparing for the next performance review cycle and you need to simplify the process. Prerequisites: Beginner knowledge of S.M.A.R.T. goals
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