Professional Growth through Performance Management

Organisation profile

Our background in world class Engineering, IT and Manufacturing organisations gives us the practical experience and insight to tackle the barriers to effective use of people management processes. We help raise awareness, understanding, competence and confidence of both managers and their staff to get more value and greater impact out of their interactions. We believe that well managed staff deliver the best outcomes. 

Training aim

Build skills and confidence in preparing for performance reviews and using these to drive your professional development and career.

Learning objectives

Understand how to overcome inherent barriers to effective 1:1 performance conversations.

Develop the ability to ask the right questions and agree performance assessment.

Seeking and using feedback that helps you drive your professional growth

Identifying and aligning your development needs with your organisation.

Broadening the range of development solutions and gaining support for your growth. 

Course outline

Understanding the obstacles to effective performance reviews

Defining and agreeing the performance benchmark and mutual expectations.

Setting "meaningful" goals and objectives that make sense to you.

Seeking & using feedback that is effective.

Planning more effective development strategies.

Trainer's profile

Ciaran O’Reilly, B.E.,MSc,  has 20 years of practical experience in managing and developing technical staff in world class organisations. He received extensive training  in best practice people management skills. Since 2007 Ciaran has focussed on facilitating learning, working for a wide variety of organisations. He lectures  in “Professional Development” for a degree programme, is a member of Association for Coaching and the Irish Institute  of Training & Development .

Course duration

1 Day - 9:30am- 4:30pm

Who should attend

Engineers with ambitions to progress in their career. Individual contributors who are new to Performance Management or are not satisfied with the effectiveness or value of their performance reviews.

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