Inspire confidence rather than fear. How to make employees responsible and get them to change their own bad habits (inappropriate attitude, sloppy dress, repeated lateness, poor performance, absenteeism...)? How to correct irritants within the team without disciplining and looking like the "bad guy"?
By equipping the manager with a methodology based on commitment to encourage mobilization and avoid the negative consequences of a disciplinary process!
The Virage 180TM Turnaround Interview method aims to minimize disciplinary management in order to better strengthen the bond of trust between the manager and his or her employee for lasting solutions.
These solutions promote improved productivity, better time management, lower costs, etc., but also strengthen motivation, equity and the work climate.
Duration
2 days
Schedule
9h to 16h
Regular fee
$1,150
Preferential fee
A preferential rate is offered to public institutions, to members of certain professional organizations as well as to companies that do a certain amount of business with Technologia. To know more, please read the "Registration and rates" section on our FAQ page. Please note that preferential rates are not available for online training courses. Discounts cannot be combined with other offers.
$1,035
Objectives of the training
At the end of the training, the participant will be able to apply a strategic intervention methodology based on employee engagement.Targeted audience
Managers (unionized or not), Human Resources professionals and managers.Prerequisite
NoneTrainers
Course architecture
Whether you are an experienced or newly promoted manager, it is not always easy to know how to re-direct an employee who is behaving inappropriately. Especially since some employees may have developed a variety of creative defense strategies. This is why it is important to know which method will be effective in correcting the situation, without resorting to discipline. In this training, you will learn how to build an intervention strategy based on engagement to manage minor behavioral deviations.
Better understand human behavior
What motivates our behaviors and actions
Anchoring the notion of reward
Why is it so difficult to change (bad) habits
What are the key motivators for change
What motivates our behaviors and actions
Anchoring the notion of reward
Why is it so difficult to change (bad) habits
What are the key motivators for change
How to prepare for a 180° Turnaround InterviewTM
Differentiating between a coaching approach and a disciplinary approach
What to prepare before the meeting with the employee (informal conversation, notes, etc.)
How should the meeting be conducted?
Differentiating between a coaching approach and a disciplinary approach
What to prepare before the meeting with the employee (informal conversation, notes, etc.)
How should the meeting be conducted?
What are the steps in a Turnaround InterviewTM?
Step 1 - How to get the employee to recognize a recurring behaviour
How to state the facts calmly and accurately
Avoiding the pitfalls of certain wording
How to keep control of the conversation
What body language to use
How to manage the employee's defensive reactions to deny the behaviour
Step 2 - How to get the employee to recognize the need to change
Remind the employee of the "rules of the game", the obligations of the position, the possible impacts if the bad habit spreads to the whole team, etc.
How to manage the employee's defensive reactions to minimize the behaviour or the relevance of the intervention.
Step 3 - How to arrive at possible solutions
How to encourage a solution that comes from the person concerned and not from the manager
How to manage the employee's defensive reactions so that he/she takes responsibility for correcting his/her behaviour.
Step 4 - How to get the employee to make a measurable commitment to implement the solutions identified
How to avoid vague promises and loopholes in favour of a specific and measurable commitment.
Agree on a follow-up
How to recognize the last possible defenses and avoid grey areas
Step 1 - How to get the employee to recognize a recurring behaviour
How to state the facts calmly and accurately
Avoiding the pitfalls of certain wording
How to keep control of the conversation
What body language to use
How to manage the employee's defensive reactions to deny the behaviour
Step 2 - How to get the employee to recognize the need to change
Remind the employee of the "rules of the game", the obligations of the position, the possible impacts if the bad habit spreads to the whole team, etc.
How to manage the employee's defensive reactions to minimize the behaviour or the relevance of the intervention.
Step 3 - How to arrive at possible solutions
How to encourage a solution that comes from the person concerned and not from the manager
How to manage the employee's defensive reactions so that he/she takes responsibility for correcting his/her behaviour.
Step 4 - How to get the employee to make a measurable commitment to implement the solutions identified
How to avoid vague promises and loopholes in favour of a specific and measurable commitment.
Agree on a follow-up
How to recognize the last possible defenses and avoid grey areas
How to conclude to anchor the commitment
What words to use to reinforce the employee's confidence in their ability to make the change
What words to use to reinforce the employee's confidence in their ability to make the change
What to do if the 180° Turnaround InterviewTM does not produce the desired results
What options if the inappropriate behaviour persists or returns
At the end of this training, you will know when and how to react to inappropriate behaviour by a member of your team.
What options if the inappropriate behaviour persists or returns
At the end of this training, you will know when and how to react to inappropriate behaviour by a member of your team.
Training Notes
Learning V180TM is like learning to play chess: moving the pieces is the easy part. You have to play chess to understand the game. V180TM requires participants to use role-playing and various exercises to become proficient. Thus, early in the training, participants are asked to describe personal management experiences, and are then involved in role-playing, group workshops, games and demonstrations of real-life situations.
Please note that this training requires the sending of paper documents prior to the training. In this case, customer service may need to contact you to confirm your delivery address.
Private or personalized training
If you have more than 8 people to sign up for a particular course, it can be delivered as a private session right at your offices. Contact us for more details.
Request a quoteDuration
2 days
Schedule
9h to 16h
Regular fee
$1,150
Preferential fee
A preferential rate is offered to public institutions, to members of certain professional organizations as well as to companies that do a certain amount of business with Technologia. To know more, please read the "Registration and rates" section on our FAQ page. Please note that preferential rates are not available for online training courses. Discounts cannot be combined with other offers.
$1,035
Private or personalized training
If you have more than 8 people to sign up for a particular course, it can be delivered as a private session right at your offices. Contact us for more details.
Request a quote