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The key to success for any leader is to be able to motivate, develop and engage their team. The pathway to achieving a high-performing team doesn’t often run smoothly. There comes a time when there is a need for every leader to deal with low performance with team members. Having these conversations and handling them well is important, as it can be integral in helping people develop and reach higher performance levels.
This virtual workshop concentrates on how to have crucial conversations. Participants will leave not only with practical skills and behaviours that ensure the learning is transferrable and sustainable, but also with a renewed confidence in their dealing with their teams.

Learning objectives

By the end of the session participants will:

  • Understand the importance of acting now rather than delaying the conversation
  • Know how to prepare effectively to navigate a crucial conversation
  • Know the difference between assertive, aggressive and passive behaviour
  • Learn how to give and receive feedback
Addressing low performance

Addressing Low Performance

is available as

Tailoring our design for you

This outline provides a great flavour of the skills and knowledge your people will benefit from by attending any Speak First training or coaching on this topic – whether standard, tailored or bespoke.

Here’s how Speak First can make the training even more relevant for you and your people:

Tailored Design

Tailored design develops existing content and enhances it with relevant case studies, role-plays and more to make the learning even more effective for your people

Bespoke Design

Working in partnership with you, we develop bespoke solutions that incorporate this, and other topics, to create custom solutions for your organisation’s specific needs

Sample Participant Journey

All our training and coaching can be booked as a one-off course or session where your people will leave with the confidence, tools and skills needed to put their learning into practice Many of our clients work with us to reinforce this learning, while following the 70:20:10 framework, with 1:1 coaching, virtual webinars and learning bites to embed the learning and make it sustainable Here’s a sample of how that journey could look for your people:

Participant needs identified
Line managers briefed on learning programme
Attend face-to-face training course
Workplace activities and line manager coaching
Participate in virtual webinar
Workplace activities and line manager coaching
Individual 1:1 telephone coaching
Follow-up activities and/or action learning

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