Setting Performance Expectations

Achieving business RESULTS requires aligning an employee's individual goals with overall organizational strategy. Leaders must help people see how their efforts contribute to the success—or failure—of the organization.

This course helps leaders drive performance and accountability by helping people understand what is expected of them and gaining their commitment to achieving it. When leaders conduct effective setting expectations discussions, people feel more motivated to perform well because they see how their efforts make a difference.

Do you face any of these issues?

  • Do your leaders struggle with the "human side" of the performance management process?
  • Do they fail to achieve the purpose of expectations discussions—understanding, alignment, and agreement?
  • Are leaders providing the feedback and support employees need to meet their objectives?
  • Do leaders spend too much time coaching for improvement on people because they aren't committed to their performance plan?

Course Objectives:

Helps leaders:

  • Ensure mutual understanding of performance expectations.
  • Help others identify performance expectations that align with the organization's goals.
  • Gain individual or team commitment to fulfilling the expectations in the performance plan.
  • Handle challenging situations that can arise during setting expectations discussions.

Primary Competency

  • Aligning Performance for Success

Secondary Competencies

  • Building a Successful Team
  • Gaining Commitment
  • Work Standards

Course Content:

  • Discussing Expectations: Learners are introduced to the performance cycle and connect the need to set effective expectations with achieving the organization's goals and strategies. Leaders share challenges that they have faced in setting expectations discussions. A video demonstrates what can go wrong when discussing expectations. Leaders learn the purpose of setting expectations discussions: achieving understanding, alignment, and agreement. Learners discuss the importance of clear expectations and review the criteria for SMART objectives.
  • Doing It Right: Participants review the use of Interaction Process skills to conduct setting expectations discussions. Learners use a
  • Discussion Planner to analyze a model of a leader setting expectations for an objective that is difficult to meet. Participants analyze a model of a leader setting a behavioral expectation to support that objective. Leaders prepare and practice leading a setting expectations discussion using the situations they identified in prework.
  • Tracking and Next Steps: Learners review tips for tracking performance. They discuss the importance of STAR and STAR/AR in providing feedback and the opportunities to find STARs. Referring to the challenges of setting expectations discussions they identified earlier, group members develop solutions to address those challenges back in the workplace.

Who Should Attend:

  • Frontline leaders through mid-level managers.