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Giving Performance-Related Feedback Using The PAF Technique
A Breakthrough Approach to Training
The PAF Technique (Performance Analysis and Feedback) is a simple 3-step process for giving feedback that is intuitive and easy to learn. PAF is a significant improvement over the feedback models that traditional training courses rely on because, as many managers have discovered, these models work well enough in theory but tend to fail miserably in practice.
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This 2-day workshop is perfect for you if:
- You tend to avoid bringing up poor performance or other difficult behavioural problems with employees or team members because you are worried about what might happen if you do.
- You feel nervous or uncomfortable when you do discuss performance-related problems and then you end up frustrated because the discussion rarely goes the way you expect, or it is unsuccessful in achieving the results you want, or it sometimes even makes the situation worse.
- You have taken courses in “performance management” or “giving feedback” before but they haven’t really helped you to do this difficult task in a more effective or confident way.
- You want to know EXACTLY how to say what you want to say and to have confidence that the words will work in your real situations.
- You like training that focuses on application and practice in order to build skills.
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You will benefit if:
You are a manager or an individual contributor because PAF feedback is applicable to any situation where performance-related communication is necessary. This means that you can use PAF to give feedback to employees, peers, team members, your own manager, unsuccessful job applicants, even your kids! |
During the workshop you will learn:
How to take what you “know” in your head about someone’s performance and confirm that your perception is correct.
How to create the words necessary to communicate even the most difficult information to correct performance or to give constructive advice in a way that ensures the recipient will:
- Understand what you are saying.
- Accept your viewpoint as being valid.
- Know exactly what to do to make the necessary changes and be motivated to make them.
- Feel that your relationship is maintained or strengthened when the discussion is over.
For example, PAF shows you how to successfully validate and communicate subjective and sensitive stuff like: “He is politically naïve and it is negatively affecting his career” or “She won’t get the promotion because she is not cut out to be a manager.”
How to use PAF feedback to reinforce good performance.
How to give PAF feedback in a variety of different contexts – from informal coaching chats to formal employee performance appraisals and development discussions.
Why PAF feedback is key to improving the performance, motivation and engagement levels of 90+ percent of your employees.
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At the end of the workshop you will have:
- A complete feedback “sound-byte” for
the real situation you brought to the
classroom
- A business-card sized JOB-AID in
case you need a reminder of the
steps to create PAF feedback.
- A free one-on-one telephone
coaching session with an expert PAF
instructor who will answer any questions you may have or help you to
deal with a feedback situation when
you are back on-the-job.
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Typical participant feedback
“This is the first feedback tool I feel good about, as I know what to do, and have a simple formula to follow.I have tried it successfully 3 times since our training Sept 20th, and am thrilled with the results. I believe this technique is vital to effective performance management, and enables one to easily prepare for potentially difficult
communications, and make them positive”.
Joan Beyett,, RD,
Manager of Nutrition Services
The John M Parrott Centre, Napanee, Ontario.
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