I g a employee and manager identify what the ideal

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Unformatted text preview: portant. 2. The diagram asks us to decide whether the performance discrepancy is a skill discrepancy or something else. Give two examples of how you could determine this. 3. The diagram tells us that if performance is poor because good performance does not matter then we must arrange consequences to make good performance mater. Give two examples of possible consequences you could use. 4. Sometimes a performance deficiency is caused by obstacles which hinder or prevent top performance. In this case we must remove the obstacles. Give two examples of possible obstacles to top performance. Coaching for Performance Coaching for Performance Improvement To get the best from people we need to move away from Performance Management (grading, checking, assessing) and on to Performance Coaching (nurturing, partnering, enabling). Performance coaching is a partnership o...
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This document was uploaded on 02/03/2014.

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