Manager Performance Accelerator

Comprehensive 4-Week Syllabus: A Practical, Step-by-Step Pathway

Each 110-minute live session combines active learning, realistic scenario practice, and peer feedback. Managers leave every week with actionable tools they test immediately on the job.

110 Minutes / Week

Up to 6 Managers / Cohort

7 Practical Tools Included

WEEK 01

WEEK 1: Recognize & Address Performance Problems

Explore Agenda

WEEK 02

WEEK 2: Have the Difficult Conversation

Explore Agenda

WEEK 03

WEEK 3: Coach, Document, or Escalate?

Explore Agenda

WEEK 04

WEEK 4: Make Performance Management Stick

Explore Agenda

Week 1 Focus

Recognize & Address Performance Problems

Stop avoiding issues and diagnose the true root cause before annual review time.

Key Learning Outcomes

Identify the actual performance gap vs. subjective frustration or personality clashes.
Distinguish between Skill (training), Will (motivation), and Resource (tools/process) issues.
Address performance friction within days instead of waiting for formal quarterly or annual reviews.
Use the Performance Gap Diagnostic tool to prepare objective performance evidence.

Tools Issued This Week:

Performance Gap Diagnostic Guide
Skill/Will/Resource Matrix

110-Minute Session Breakdown

0-25 minsThe Anatomy of Unaddressed Performance Gaps & Why Managers Hesitate
25-50 minsSkill vs. Will vs. Resource Framework — Live Case Study Analysis
50-80 minsInteractive Workshop: Filling out the Performance Gap Diagnostic
80-110 minsPeer Practice & Field Application Assignment for Week 2

Reserve Cohort for Your Team

Weeks 2–4

Practice the conversations that change outcomes.

The remaining weeks take managers from direct feedback to documentation, escalation, and lasting accountability.

WEEK 2: Have the Difficult Conversation

Give clear feedback, set unambiguous expectations, handle employee defensiveness, and ensure everyone leaves aligned.

Use the CLEAR Framework to deliver direct feedback without losing focus on specific behavior.
Prepare for defensiveness and keep the conversation aligned to clear expectations.
Use the Conversation Planner to define the message, expected change, and next step before the meeting.

Tools in focus

CLEAR Conversation Framework
Difficult Conversation Planner

WEEK 3: Coach, Document, or Escalate?

Learn when continued coaching makes sense—and when it doesn't. Build skills in documentation, accountability, and PIP readiness.

Use the Response Matrix to decide whether to continue coaching, document, or escalate.
Record agreed-upon goals, deadlines, and commitments after key conversations.
Use the PIP Readiness Checklist to confirm the groundwork before formal action.

Tools in focus

Performance Response Matrix
Performance Conversation Record
PIP Readiness Checklist

WEEK 4: Make Performance Management Stick

Strengthen follow-up, accountability, and measurement while avoiding common manager pitfalls and building team consistency.

Build follow-up into weekly 1:1 meetings and manager routines.
Use 30/60/90-day measures to track whether improvement holds.
Create an Accountability Action Plan that supports consistent standards over time.

Tools in focus

Accountability Action Plan
30/60/90-day performance framework

Built Around How Adults Actually Learn

Learn it. Practice it. Apply it.

We avoid long lecture slides. Every session follows a 3-part adult learning loop.

Learn the Framework

Short, tactical instruction on practical conversation frameworks and decision criteria.

Practice in Cohort

Work through real performance scenarios with up to 5 peer managers and expert facilitator coaching.

Apply on the Job

Use the tools directly with direct reports during the week and bring actual friction back to discuss.

Ready to Enroll Up to 6 Managers?

Secure a dedicated cohort for your leadership team or inquire about custom scheduling options.

Schedule Cohort Consultation