Kaisen Consulting - occupational psychology. Experts in leadership assessment and development, people centred change, selection methods design and training, performance management, team building, and people measurement.   performance management    
   

We train managers in psychological techniques for motivating and managing people’s performance and we design performance management processes

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> performance coaching training

> what we do:

  • We run programmes to help managers understand the psychology of motivating people and managing their performance. We provide them with the practical skills to motivate people, to tackle poor performance and to ensure people are developed on a daily basis
  • We run ‘train-the-trainer’ programmes to ensure that organisations can continually build coaching skills across their business

> performance management
   process design

> what we do:

  • We design and hand over performance management systems including developing performance criteria and rating forms, meeting formats, links with pay and other HR processes
  • We design and deliver briefing and training in performance management skills to launch new performance management processes

  
     

 
  • Our approach is based on ‘behaviour modification’ principles
  • The psychology of behaviour modification is central to our approach; this means creating clear goals and robust approaches to rewarding and reinforcing expected behaviour. It also means providing precise feedback in order to motivate and encourage people and to challenge unacceptable behaviour
  • Our approach is 'holistic'
  • It covers the total process of setting objectives, reviewing performance and planning development
  • Our approach enables people to discuss the issues which really matter
  • It helps managers overcome natural barriers to confronting poor performance i.e. talking about personal issues, getting into 'difficult' conversations and giving praise
  • We address both what people should do and how they should do it
  • Our approach focuses both on what the individual should achieve in their job and how they should behave. This allows, for example, 'brand behaviours' and 'cultural values' to be reinforced
  • We focus on the interaction and communication between managers and employees
  • We teach managers to conduct effective conversations about performance on an 'as and when' basis. This is because it is this discussion, rather than the operation of often rigid and bureaucratic performance management systems and procedures which leads to the greatest effects in terms of performance, retention, productivity and motivation
  • We describe performance in a way that stretches and motivates people
  • We use simple but powerful ways of driving performance, based on the psychology of reinforcement and avoidance. For example, we describe performance in terms of what is exceptional ('Green') or unacceptable ('Red') rather than just focusing on what is just 'adequate'. This stimulates high levels of performance as people put effort into achieving stretching targets and avoid performance which is below the expected standard