You're Doing a Great Job, But...

Encouraging & Coaching for Performance

A tough conversation with a top performer can be difficult, especially when you really do need to ask that person to step up and give you a little more. The key is to use the T.A.L.K.™ model to help the employee identify areas that need improvement on their own. Sometimes it takes a little longer, but the results are definitely worth it.

Learning Path & Details

Competencies

  • Leading and Managing for Peak Performance

Buying Options

Library License

You may license this resource or the entire video library. Please contact your sales representative for cost-effective license pricing. Enterprise licensing also available.
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Streaming License

You may license this resource as a streaming video. Please contact your sales representative for cost-effective license pricing. Enterprise licensing also available.
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USB Key (3-Year License) $1,595.00

Secure USB must be seated in computer in order to run. Content can't be copied or downloaded. License fee allows access to content for three years. Any discussion/workshop materials will be delivered via email.
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Also Available as: eLearning - Signature

Let's T.A.L.K.™ Navigating the Difficult Discussions (eLearning)

Let's T.A.L.K.™ Navigating the Difficult Discussions (eLearning)

Designed specifically to assist managers and supervisors in dealing with tough workplace situations, this interactive course provides five difficult scenarios that managers often face when dealing with employees and each scenario utilizes an easy-to-use, four-step process for working through the employee situation.

Training Files (10)

TitleTypeTime/PagesLanguage
You're Doing a Great Job, But...
Video with graphics and narrator
Video Vignette02:13 min EnglishDemo
Workshop Material3 pages EnglishDemo
You're Doing a Great Job, But...
Video Discussion Questions
Workshop Material1 page EnglishDemo

Additional Information

The real advantage of using the T.A.L.K.™ model with top performers is that you don't come off like you're the one arbitrarily raising the bar. Instead, you lead the employee to raise the bar on his or her own. And that's the kind of motivation that gets real results.


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