The LDP 4 course provides participants with a practical perspective on how to manage conflict and under-performance within individuals and teams. The course content provides proven approaches to motivate change in performance or resolve situations through replacement strategies.
The course is designed to teach and provide opportunities to practice assertive change management skills required by leaders to either gain sincere commitment of under performers to progress to expectations or find other opportunities more suited to their capabilities.
In addition, the program provides insight into the process of change. It enables leaders to recognize specific skills to use as underperformers advance or fail to advance in the process of improvement. The participants are provided opportunities to practice the skills of coaching and managing conflict for use in specific problem solving situations.
Ideal Participant Profile
Sales Managers experiencing occasional or chronic under-performance within their teams. Other managers responsible for directing/developing field sales representatives.
To provide skills of how to manage conflict and under-performance in order to instill collaboration within individual managers & teams.
Participants will havepracticed the following skills:
Managing Change Strategically
- Proactively engaging under-performers rather than avoiding conflict
- Expressed confidence in their capabilities to use the skills as they apply to specific current situations
- Emotional Intelligence
- Building trust and filtering out feelings of lack of trust that limit sincere concern for improved performance
- Listening to understand
- Stating non-negotiable expectations
- Magnifying consequences of non-compliance
- Tools for measuring improvement
- Discharge strategies and communications
- Resolving common under-performance issues of First Line Sales Managers
Blended Learning Support
- 2-Day Facilitated Workshop
- “Memory Jogger” Reminder Cards
- Follow-up Conference Calls
- Individual Coaching
We have proven that the best way to determine improvement of new skills and knowledge is to measure progress toward objectives at routine intervals. We recommend measurement tools that serve to reinforce and track progress to mastery during training and post-training as well. The goal of routinely measuring progress is to recognize continuous improvement with positive feedback to the learner as well as provide opportunities for immediate corrective feedback as necessary.