Free Blanchard webinar today! Performance Planning: 5 ways to set your people up for success

JohnHester Headshot 2Join performance expert John Hester for a complimentary webinar and online chat beginning today at 9:00 a.m. Pacific Time (12:00 noon Eastern).

In a special presentation on Performance Planning: 5 ways to set your people up for success, Hester will be exploring how leaders can improve performance by identifying potential gaps that trip up even the best of leaders.

Participants will learn:

  • How to set clear goals
  • The lazy leadership habits to avoid
  • The 3 keys to “connecting the dots” and diagnosing development level

The webinar is free and seats are still available if you would like to join over 500 people expected to participate.

Immediately after the webinar, John will be answering follow-up questions here at LeaderChat for about 30 minutes.  To participate in the follow-up discussion, use these simple instructions.

Instructions for Participating in the Online Chat

  • Click on the LEAVE A COMMENT link above
  • Type in your question

It’s as easy as that!  John will answer as many questions as possible in the order they are received.  Be sure to press F5 to refresh your screen occasionally to see the latest responses.

We hope you can join us later today for this special complimentary event courtesy of Cisco WebEx and The Ken Blanchard Companies.  Click here for more information on participating.

13 thoughts on “Free Blanchard webinar today! Performance Planning: 5 ways to set your people up for success

    • Brian. I spent much of my career in IT — 9 years at Unisys. My personal take would be not really, except I would place a greater importance on the collaboration and diagnosis aspects.

  1. How do you handle a boss who gives you objectives for a year AFTER the year is over and then proceeds to rate your performance on those new objectives?

  2. Hi John,
    Here’s a question from the webinar: When you are setting goals for someone who might be at a “disillusioned” or “cautious” development level, what do you look for and how do you adjust your leadership style?

    • The main difference between the “disillusioned learner” and the “capable, but cautious performer” is their level of competence. The question I use to diagnose the difference is: “Does this person need direction on ‘how to’ accomplish the goal?” If the answer is “Yes” they are in the “disillusioned” level, if “No” the “capable” level. They both need help with either their motivation to want to do the task or their confidence to achieve it. But only the “disillusioned learner” needs the direction to go with it.

  3. Another question from the webinar: You talked about the importance of reviewing goals on a quarterly basis–do you think that monthly would be better–or is that too much?

    • Interesting question. I worry that monthly might be overkill. I think including their goals and tasks in the regular one-on-ones (a 15-30 minute conversation held at least every two weeks) works better. Then have longer game plan discussions once a quarter that look at the goals — what is different, what needs to change, be added or remove — and solicit and provide feedback on performance to date).

    • I like Ken Blanchard and Garry Ridge’s book: “Helping People Win at Work.” The white papers in the Research section of the website has some related articles, especially around “employee work passion.” We also have a 1/2 day workshop on Goal Setting. Outside of Blanchard, Bruce Tulgan has an interesting blog and website dealing with performance planning and goal setting from both a leadership and “self-leadership” perspective. Doing an internet search will reveal a TON of material 🙂

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