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Leadership and personal development coach Pete Smith knows how to make a positive impact. Smith is the creator of Kicks, Keeps and Karats , an employee motivation training video providing a systematic approach to increase motivation levels throughout the company. You can view a clip of this video by visiting www.rockstarmanager.co . Using his diverse background in business operations, sales and education, Smith founded SmithImpact, a leadership and management training and coaching firm in northern Virginia; pete@smithimpact.com; 1.703.593.6811.

Pete Smith

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Performance Evaluations. Very few scheduled events can conjure up such negative emotions for both the manager and employee alike. The good news is that it doesn’t have to be that way.
An effective feedback session involves three key parts: planning, delivery and follow-up. Adequate preparation in each phase will generate the most positive outcomes. Conversely, failure to do so can be catastrophic and mortifying for everyone involved. This presentation will ensure you are prepared to deliver your feedback in the most receptive, and effective, manner.
Feedback is largely based on two key elements: interpretation and expectations. By identifying the various components of stories, as well as being aware of what we expect of others, we can recognize the possibility of multiple perspectives (even competing perspectives), as well as assessing the validity of our expectations of others. We’ll also uncover some of the major influences of the outcome, before any feedback is ever offered, and identify the importance of becoming accountable for our personal performance.
I will provide a quick overview of why the recipients often resist the feedback being delivered, and it has little to do with the person providing the feedback, and I’ll uncover one of the most effective approaches to a feedback session from both the manager and employee perspectives. We’ll also identify the most effective approach in guiding the conversation so as to create the greatest chance for receptivity. This includes not just the format of the session, but also the importance of wording.
Occasionally, those receiving feedback can become defensive. We’ll explore various defensive statements and how to best respond to them. I’ll also provide a few examples of when providing feedback becomes more damaging than beneficial.
Providing feedback effectively is one half of generating the desired results. What takes place AFTER the session is a huge key, and one that is often overlooked. This closing portion of the training will address how frequently to provide feedback and how to create sustainable shifts in people’s behavior moving forward.

Feedback for Impact: Intentional Conversations. Desired Results.

Employees today are often promoted through the ranks without always receiving the necessary training on how to be a rockstar manager. Through their ineffective behavior, their team's production levels begin a steady downward cycle, ultimately ending in terminations, resignations, or demotions.
Many productive employees leave an organization because of something their supervisor is doing—or not doing. Whether leaders find themselves too overwhelmed with responsibilities to take an active interest in employee development or haven't received the proper leadership training to inspire creativity, take risks, and cultivate project ownership, the results are the same.
One of the biggest trouble spots arises in finding the balance between micromanaging and delegating. New, overzealous managers feel they need to know everything at all times. From their employees’ perspectives, this may be interpreted as a lack of trust and autonomy.
Help your supervisors learn how to walk the fine line between micromanaging and delegating, and enable them to motivate, lead, and inspire in even the most challenging times.

Death By Mismanagement: The Devastating Impact of Micromanagement

Most managers are well aware of the direct correlation between employee motivation and employee performance. Increased levels of motivation typically generate increased levels of performance. However, most managers are also aware that their attempts to motivate their staff can sometimes be inconsistent and ineffective.
Managers recognize that if they could elevate the motivation level of each individual employee, it could equate to a significant increase in overall performance and production. Yet survey after survey indicates that employees are operating with lower levels of motivation and higher levels of disengagement. In a sense, even with their best efforts to motivate the staff, managers are getting inconsistent, if not disappointing, results. What if that didn't have to be that way?
There's a lot of information regarding employee motivation that's available to managers today. Unfortunately, most of the information available discusses WHY it's important to motivate employees. There is far less information on HOW to motivate employees, and even fewer resources available which provide that information in a step-by-step format. Kicks, Keeps, and Karats provides managers a structured, common-sense, step-by-step, proven formula for developing a culture of motivated individuals.
 

Kicks, Keeps and Karats : A Manager's Guide to Motivate Employees

The ATD 2016 International Conference & Exposition brought the talent development industry to life. The conference covered each aspect of the industry for every level of practitioner—from CEO to specialist, from dean to student. At ATD 2016 more than 10,000 people from around the globe gathered in Denver, Colorado, to share best practices and insights. World-renowned thought leaders and industry luminaries discussed current and future talent development trends, as well as how to apply them to get results on the job.
Join this webcast to learn more about:

the global presence at ATD 2016
conference highlights
key trends and lessons from four British speakers who presented on Virtual Learning, the 70-20-10 model, Evidence-based solutions for Managers and ROI on Sales Learning.
getting ready for ATD 2017.

Program: 
9:00 ET/ 2:00 pm UK - The highlights of ATD 2016 International Conference & Exposition by Iñigo Sanchez-Cabezudo, ATD (USA)
9:30 ET/ 2:30 pm UK - Is an ROI of 907 Percent Really Possible in Sales Learning? by Dave Jenkins, IBM (UK) (Sales Enablement track)
10:00 ET/ 3:00 pm UK - Redefining the Future of L&D With 70-20-10 and Beyond by Charles Jennings, Founder 70:20:10 ( UK), (Global HRD track )
10:30 ET/ 3:30 pm UK - Building Evidence-Based Solutions for How Managers Learn by Peter Casebow (UK), (Global HRD)
11:00 ET/ 4:00 pm UK - 5 Key Steps to Making Virtual Learning Effective by David Smith, TMA World (UK) (Learning Technologies track)


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