© 2016 Sungard Availability Services, all rights reserved Essential Conversations
© 2016 Sungard Availability Services, all rights reserved
Essential Conversations
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Introduction
Annotation Tools & Chat Function
Christine RamsayLearning and Development SpecialistWayne, PA
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Sungard Availability Services Confidential and Proprietary© 2016 Sungard Availability Services, all rights reserved
Purpose
C h a l l e n g e AutonomySTRATEGY
CORPORATE GOALS
CUSTOMERS
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Introduction
HowWill we retain talent, and allow them to do their best work week after week?
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1:1 1:1
1:1
1:1
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Introduction
WHY WHAT
HOW
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The Why?
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The Why
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The Why
COMMUNICATIONANDTRUST
ENRICHESCULTURE
TRANSPARENCY
CONNECTEDRELATIONSHIPS
CONTINUOUSIMPROVEMENT
PERFORMANCEMANAGEMENT
The Value ofESSENTIAL
CONVERSATIONS
Discuss highlights from the guidebook.
Describe the tactics to provide feedback, feed forward, and coaching to have effective, valuable 1:1 meetings with your direct reports
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Tactics for Success
Be a Coach
Leave Time to BrainstormEnd with Agreement
Create a Regular Schedule
Use Strengths-Based Language
The Tools and ProcessListen
Prevent Interruptions
PrepareAsk Good Questions
HOW
WHAT
Feedback and Feedforward
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The How? HOW
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Be a Coach
DEFINEWhat words come to mind when you think of the word Coach?
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Be a Coach
The ability to help your employees shift their thinking is the difference between merely having a conversation and having an essential, coaching conversation.
ConversationEssential Conversation
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Be a Coach
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Use Strength Based Language
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Feedback Feedback is an essential component of a learning and performance culture! The framework assists in preparing to deliver effective ongoing feedback throughout the
year. Feedback is….
Most beneficial if on-going (which ensures no surprises) Intended to support employee performance and development Helpful and applies to both positive and constructive
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Guidelines for Giving Feedback Successfully
Check your intentions
Dialogue! Treat Feedback
as a shared responsibility
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Guidelines for Giving Feedback Successfully
KEEP YOUR EMOTIONS IN CHECK
Confirm mutual understanding and invite new information;
probe for facts
RESPECT DIFFERENCESSHOW CURIOSITY
WE MUST NEVER
OUTGROW OUR
INNER SUPERHERO
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Feedback Feedforward
Feedback can be limited and static,
whereas feedforward can be
expansive and dynamic.“
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Listen
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Prevent Interruption
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Leave time to brainstorm
Purpose
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End with Agreement
What can I be accountable to you by the next time we meet?
What will you be accountable for by the next time we meet?
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Sungard Availability Services Confidential and Proprietary© 2016 Sungard Availability Services, all rights reserved
Tactics for Success
Be a Coach
Leave Time to BrainstormEnd with Agreement
Create a Regular Schedule
Use Strengths-Based Language
The Tools and ProcessListen
Prevent Interruptions
PrepareAsk Good Questions
HOW
WHAT
Feedback and Feedforward
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The What?
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minutes minutes
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2016
5 sessions= 1 per quarter + 1 year end
Quarterly Conversation Guide
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Create a Regular Schedule
Google Hangouts
Vidyo
WebEx
Conferencing tools for managing virtual direct
reports
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Prepare
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Prepare
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Tools to Prepare
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Prepare
7 Categories to cover in 1:1 session
Project UpdateGeneral status of
activities and goals
How Work Gets DonePersonal ConnectionTake time to learn about your direct report and who they are.
Professional DevelopmentWhere the employee is looking to grow
Level of EngagementHow engaged is the employee? What motivates him or her?How do they like to be recognized?
Problem Solving & InnovationWhat is working? What is not? What processes need to be improved and how can we fix them? What new ideas does the employee have?
Feedback to ManagerAlways ask for feedback from your direct reports.
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Prepare
Conversation
1:1
?
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Ask Good Questions
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04
03
02
01
How can I help?
What do you want?
What’s the real challenge here for you?
And what else?
What’s on your mind?
06 If you’re saying yes to this, what are you saying no to?06 If you’re saying yes to this, what are you saying no to?
07 What was most useful for you?
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Important Reminder!
5X per year1 per quarter
+ 1 year end
Quarterly Conversation Guide
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The Methods
Feedback1
Feedforward2
Coaching 3
MethodsAsk Good questions
STAR Method
Grow Method
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TaskWhat were the smaller
tangible goals your direct report set to help achieve
the overall goal?
SituationWhat was the overall goal he/she wanted
to achieve?
ResultWhat were the
results after he/she put the actions in
place?
ActionWhat actions did your direct report take to achieve
the goal?
Effective Feedback Process
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Feedforward
Now that we’ve discussed your experiences from the Cloud project, may I offer some ideas for how I believe you can improve for the next time?
You can improve by providing weekly touch point communication with internal stakeholders by utilizing Google Hangout and Vidyo tools to connect which embarks the Sungard AS value of Teamwork
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Coaching Technique- GROW
Will
Will
What topics do you want to discuss?What do you want from this discussion?What are the consequences if you do not reach this goal?
What’s been happening?What have you tried so far?What were the results?
Describe “Future” if you could do anything, what might you do?If you were the other person, what would you have to hear/see to get your attention?If you were watching this conversation, what would you recommend?
Does this option interest you enough to take action?How will you go about it?What might get in the way?
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Case Study: Coaching Technique- Grow
Meet Julie Goal: Team Leader within next 2 years
Reality: Entry- level position, some skills
Options: Lead a small team on a small project. Spend over time in overseas team
Will: Lead a small team on a minor project. Review progress in 3 months.
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Next StepsSign up to take the Instructor Led class to put the processes and tools into practiceGo to sungardas.education to sign up!
Get ready to document and engage at least 5x per yearUse all 4 of the tools
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It’s not just about the destination, it’s about the journey
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Q AEmail us at [email protected] us on community at Sungardas.education
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