Managers at all levels in all organisations identify providing feedback to workers whose performance or behaviour is below the standard required as the most daunting and difficult of their responsibilities.  As a consequence, providing timely corrective feedback is too frequently delayed.  Delays exacerbate problems and workplaces suffer.  Co-workers become disgruntled at the failure of management to resolve issues and productivity falls.     

This highly interactive workshop provides the opportunity to understand the critical role effective corrective feedback plays in establishing and maintaining highly productive workplaces.  It enables participants to plan for and practise providing effective feedback.  Importantly, participants will hear practical tips from other participants and the facilitators, Julie & Ron, who are experienced people managers and leaders. Expect to develop confidence in undertaking this most daunting of your management responsibilities.

Who Should Attend?

Anyone who manages people and wants to feel more confident in planning and having ‘difficult’ conversations with their staff   Those at the highest levels of management as well as first line supervisors and team leaders will benefit from this workshop.  Queensland Government managers will gain insights to their legislative obligations which specifically include to promptly deal with poor performance and/or unacceptable behaviour. 

Topics Covered

• Obligations of managers in monitoring and taking action to correct the performance and behaviour of all their staff, all the time;
• The role of corrective feedback in shaping workplace culture;
• Eliminating concerns and increasing confidence in initiating ‘difficult’ conversations;
• Elements that make for effective corrective feedback;
• The power of timely corrective feedback (i.e. difficult conversations) to engender workplaces with good mental health;
• Ensuring organisational support for corrective action proposed and taken;
• When the ‘difficult’ conversation is with a worker who is working from home
• The structure/format for an effective corrective feedback conversation;
• Planning a corrective feedback session in your own and/or another participant’s workplace;
• Practising feedback sessions including debriefing and modifying as necessary;
• Planning for future ‘difficult’ workplace conversations.

Details

Four x 2 hour Zoom Sessions:

• Monday 22 August 2022, 10.00am – Noon
• Monday 22 August 2022, 2.00pm – 4.00pm
• Tuesday 23 August 2022, 10.00am – Noon
• Tuesday 23 August 2022, 2.00pm – 4.00pm

$550 + GST per participant   

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Julie Cork commenced her career as a teacher in Queensland and subsequently taught in NSW and the UK.  Her work in the public sector has included working on the introduction of major cultural change programs impacting on organisational strategy and leadership.  She spearheaded the introduction of the major Employment Equity reforms of the 1980s and 1990s firstly in the Commonwealth public sector in Queensland and then, at the SES level, in the Queensland public sector.  Julie’s particular areas of expertise include organisational effectiveness, leadership and management development, people policy design and development and the prevention and elimination of undesirable organisational behaviours.  Since the late 1990s Julie and her group have consulted in these areas in the private, public and not-for-profit sectors.  She has also undertaken a number of government roles including serving a term as a Commissioner of the Crime and Misconduct Commission.  She currently serves as a panel member on the Queensland Civil and Administrative Tribunal (QCAT) and as a Commissioner for Police Service Reviews. Read more about Julie.

Emeritus Professor Ron Passfield’s expertise in leadership and people management is multifaceted and multilayered.  He has lengthy experience as a people and systems manager including at SES level, a decade of experience as an academic at Griffith University researching and teaching in the area of Human Resource Management and most recently as an organisational consultant and freelance academic working specifically within organisations and directly with managers.  He has a deep commitment to fostering the use of management practices that value workers as the way of achieving optimally productive organisations.  His areas of academic research have included manager development and action-learning / action research.  Ron’s specialised knowledge is in the use of action-learning for organisational change and development and he has an international reputation in the area.  He has extensive training and facilitation experience throughout Australia and overseas, developed and refined throughout his career. Read more about Ron.

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