Managers are promoted for competence and then judged on advanced performance management, which nobody trained them for. Most failures in this area of organisational leadership trace back to a conversation someone avoided having. Participants who influence this part of organisational leadership without directly controlling it will find the content directly usable. Participants test their assumptions about advanced performance management against scenarios designed to break weak ones. The programme builds the judgement to know which parts of this strand of organisational leadership to standardise and which to leave flexible. Participants leave with a method for the organisational leadership capability, not a set of opinions about it. Moving advanced performance management from written policy into daily practice is not achieved by a single decision. Applied research in organisational leadership consistently shows that early structure around the practice within organisational leadership reduces downstream rework. Work concludes with a self-assessment of the wider organisational leadership agenda that participants can repeat annually.
Expected Learning Outcomes
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Integrate advanced performance management into existing management routines rather than running it separately.
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Resolve conflict about advanced performance management without leaving residue.
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Delegate responsibility for advanced performance management without losing sight of the outcome.
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Assign clear ownership for each element of advanced performance management across the functions involved.
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Manage the emotional load advanced performance management places on you and on the team.
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Select indicators that show whether advanced performance management is improving, and reject those that only look useful.
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Protect the team's capacity so advanced performance management is not delivered through exhaustion.
Who Should Attend
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High-potential staff being prepared for wider responsibility for advanced performance management.
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Founders and owner-managers formalising advanced performance management as the organisation grows.
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Executives leading multi-function programmes involving advanced performance management.
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Specialists advising senior management on advanced performance management.
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Business partners who must understand advanced performance management well enough to challenge it.
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Consultants coaching leadership teams on advanced performance management.
Course Modules
Open any module to see its sessions and topics.
01
Advanced performance management: performance, standards and consistency
2 sessions · 8 points
Session 1Deciding on advanced performance management when the information will never be complete
Build the internal briefing that explains advanced performance management to those affected.
Identify the conversation about advanced performance management you have been postponing, and schedule it.
Give one piece of specific feedback on advanced performance management within the week.
Check that advanced performance management still works when volumes rise unexpectedly.
Session 2Reading the room before proposing advanced performance management
Prepare how you will respond when advanced performance management is challenged publicly.
Set the review point at which advanced performance management will be reconsidered.
