Since 1998, we've been creating and delivering customized interactive training programs, workshops, seminars, keynotes, and coaching sessions. Contact us today to learn more about how we can partner with you!


When we bring this program to your organization, we would be happy to work with you to customize the program.  We can use your company’s performance review, 1-on-1, and/or coaching forms within our training. We are also able to provide you with feedback about your forms and processes and can work with you to make any changes necessary.



An organization’s success can only be assured when individuals contribute their part in achieving the overall company goals. An effective, on-going performance management process is critical to making sure each team member understands his/her goals and expectations and is evaluated fairly. In this program, we will talk about the three critical pieces to managing an employee’s performance and helping them achieve stellar results: expectation/goal setting, coaching – ongoing 1-on-1’s throughout the year, and (if you still do it) the “formal” performance appraisal .



As a result of this program, you should be able to:


  • Avoid the typical complaints about performance reviews.
  • Explain how to manage performance as an on-going process rather than an annual event.
  • Understand how to set employee goals based on organizational and team goals, so each employee sees how they fit into the big picture.
  • Describe the difference between performance and career development and why career development conversations are important.
  • Identify how and why company values are important to discuss and hold people accountable to.
  • Use SMART goals, even for employees where the tasks are routine or who have done the same job for a long time.
  • Ensure your goals fall under more than one of the five pillars.
  • Understand that regular coaching is not hand holding – without frequent feedback, people are being paid to guess.
  • Describe a process/format that can be used for 1-on-1 conversations.
  • Determine the most helpful (legal) comments to include on an employee review and why documentation is important throughout the year.
  • Understand your organization’s performance review (or regular coaching) process and why we use the process.