Integrate advanced performance management into existing management routines rather than running it separately.
Advanced Performance Management and Multi-Source Employee Appraisal
Learn to design, measure and defend your organisation's approach to advanced performance management.
📍 Istanbul🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
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
Resolve conflict about advanced performance management without leaving residue.
Delegate responsibility for advanced performance management without losing sight of the outcome.
Assign clear ownership for each element of advanced performance management across the functions involved.
Manage the emotional load advanced performance management places on you and on the team.
Select indicators that show whether advanced performance management is improving, and reject those that only look useful.
Protect the team's capacity so advanced performance management is not delivered through exhaustion.
Who Should Attend
High-potential staff being prepared for wider responsibility for advanced performance management.
Founders and owner-managers formalising advanced performance management as the organisation grows.
Executives leading multi-function programmes involving advanced performance management.
Specialists advising senior management on advanced performance management.
Business partners who must understand advanced performance management well enough to challenge it.
Consultants coaching leadership teams on advanced performance management.
Course Modules
Advanced performance management: performance, standards and consistency
2 sessions · 8 pointsSession 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.
- Check whether incentives anywhere reward behaviour that undermines advanced performance management.
- Identify which function can quietly block advanced performance management and address it directly.
Advanced performance management: the conversations that decide the outcome
2 sessions · 8 pointsSession 1Showing that advanced performance management changed something measurable
- Identify your successor for advanced performance management and the gap they need to close.
- Record the rationale for each significant choice made about advanced performance management.
- Set the review interval for advanced performance management and who attends.
- Set escalation thresholds for advanced performance management that work out of hours.
Session 2Saying the thing about advanced performance management that nobody wants to say
- Agree the smallest change to advanced performance management that would be visibly useful.
- Write down the reasoning behind your position on advanced performance management.
- Establish who is informed, consulted and accountable in advanced performance management.
- Prepare the summary of advanced performance management that senior management will read.
Advanced performance management: building the bench and letting go
2 sessions · 8 pointsSession 1The cost of advanced performance management and how to present it
- Recognise publicly one person whose work on advanced performance management went unnoticed.
- Set out the decisions in advanced performance management that require sign-off and by whom.
- Identify single points of dependency in advanced performance management and reduce them.
- Plan the sequence in which improvements to advanced performance management will be introduced.
Session 2Reading the current state of advanced performance management honestly
- Name the person accountable for each part of advanced performance management, not the committee.
- Record what was learned when advanced performance management did not go as planned.
- Review a past decision on advanced performance management and state honestly what you would change.
- Distinguish symptoms from causes when advanced performance management underperforms.
Advanced performance management: resilience and the personal cost of leading
2 sessions · 8 pointsSession 1What your team concludes from how you handle advanced performance management
- Ask the team what they think is wrong with the plan for advanced performance management.
- Confirm that reporting on advanced performance management reaches the people who can act.
- Assess the workload advanced performance management adds and what you will remove to make room.
- Decide the point at which you would escalate advanced performance management.
Session 2Escalation and decision rights in advanced performance management
- Check that records of advanced performance management answer the questions likely to be asked.
- Confirm that the people affected by advanced performance management heard it from you first.
- State the outcome expected from advanced performance management in a single sentence anyone can repeat.
- Confirm that contractual obligations around advanced performance management are understood.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.