Communispond offers a series of interrelated workshops designed to develop a leader’s understanding of the impact that different management styles have on team performance and strengthen abilities to diagnose causes of non-performance, take action to improve results, conduct successful individual and team coaching and development, and more effectively communicate in workplace conversations and formal performance assessment reviews.

The “one size fits all” approach to performance coaching and feedback fits no one well and everyone poorly. Research confirms that performance coaching must vary with the individual and the situation in order to maximize performance levels and maintain strong manager/employee relationships. Coaching is the most critical activity for managers and supervisors to get a return on the investment of their time and influence – the two resources they have for managing the performance of others. The quality of this influence is dependent on the ability of the manager to be flexible in the way they coach performance, and that’s where Communispond comes in.


(1 day) Coaching is the most critical activity for managers and supervisors to get a return on the investment of their time and influence—the two resources they have for managing the performance of others. The quality of this influence is dependent on the ability of the manager to be flexible in the way they coach performance. This challenging and highly engaging program includes personal assessments, case studies, coaching simulations, and performance diagnostic activities. This innovative program is powerful and pragmatic and based on a simple model of how to adapt coaching behavior-why and when! Coaching for Performance™ teaches a process that organizes behavioral choices into a tactical model for effective performance coaching—and provides a framework that recognizes employee performance differences, instructing managers on how best to adapt their behavior accordingly. Without mastery of the influencing behavioral paradoxes managers are left with “reactive” approaches to performance management.

Want to Learn More?