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Please note this is a workshop series of five 3-hour sessions that run from 9.00am to 12.00pm.

It is estimated that 70% of employee engagement is attributed to the relationship the employee has with his or her manager. Consequently, the most important thing a leader can do to help build employee engagement is to meet with each of their team members on a one-to-one basis to understand employees challenges and successes, support employees need to perform at their best, and recognition of on-going contributions to team performance.

For a one-to-one relationship between manager and employee to build trust, leaders need to be able to respond in a way that shows respect, empathy and willingness to support -- no matter what direction the one-to-one conversation takes. While tying particular topics such as goal setting and development to the employee performance cycle ensures that it happens at some point in the year, it’s more natural and responsive for leaders to provide coaching and feedback when the need arises.

This practice-based series is designed to give leaders practical experience that builds skills and confidence in feedback and coaching that reflects the desired outcomes for the conversation.

By building on the leaders’ skills accrued over the course of the five workshops, upon completion of the series, leaders will be equipped to:

1. Manage a goal-setting conversation that aligns individual work plans with the needs of the team and the organisation (Goals).
2. Create an employee development plan that reflects the strengths of the individual with the skills needed for success in the role (Development).
3. Respond to needs for support in building adaptability, resilience and wellbeing (Wellbeing).
4. Provide appreciative feedback that is meaningful, motivating and contributes to employee engagement (Appreciation).
5. Address issues of poor performance when they occur through feedforward coaching (Performance).

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What to Expect

Each workshop follows a unique Coaching Each Other (CEO) format that is designed to leverage the knowledge and experience of the participants. As individuals possess varying levels of skills in coaching and feedback, the workshop approach is 3D: 1) Diagnose what’s working that the leader can build on; 2) Design a coaching / feedback conversation tailored to the needs of the employee skills and confidence; 3) Develop a plan of action for back on the job.

Prior to the workshop participants will be asked to consider their specific needs for the context they are working in and will be given a short questionnaire to help identify levels of knowledge and experience in the topic at hand.