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The PAF Technique (Performance Analysis & Feedback) is a simple 3-step process for giving feedback that is intuitive & easy to learn. PAF is a significant improvement over the feedback models that traditional training courses rely on because...

Course Outline
Giving Performance-Related Feedback Using The PAF Technique

A Breakthrough Approach to Training The PAF Technique (Performance Analysis and Feedback) is a simple 3-step process for giving feedback that is intuitive and easy to learn. PAF is a significant improvement over the feedback models that traditional training courses rely on because, as many managers have discovered, these models work well enough in theory but tend to fail miserably in practice.

This 2-day workshop is perfect for you if:     * You tend to avoid bringing up poor performance or other difficult behavioural problems with employees or team members because you are worried about what might happen if you do.
    * You feel nervous or uncomfortable when you do discuss performance-related problems and then you end up frustrated because the discussion rarely goes the way you expect, or it is unsuccessful in achieving the results you want, or it sometimes even makes the situation worse.
    * You have taken courses in “performance management” or “giving feedback” before but they haven’t really helped you to do this difficult task in a more effective or confident way.
    * You want to know EXACTLY how to say what you want to say and to have confidence that the words will work in your real situations.
    * You like training that focuses on application and practice in order to build skills.

You will benefit if: You are a manager or an individual contributor because PAF feedback is applicable to any situation where performance-related communication is necessary. This means that you can use PAF to give feedback to employees, peers, team members, your own manager, unsuccessful job applicants, even your kids!

During the workshop you will learn:
  • How to take what you “know” in your head about someone’s performance and confirm that your perception is correct.
  • How to create the words necessary to communicate even the most difficult information to correct performance or to give constructive advice in a way that ensures the recipient will:
    • Understand what you are saying.
    • Accept your viewpoint as being valid.
    • Know exactly what to do to make the necessary changes and be motivated to make them.
    • Feel that your relationship is maintained or strengthened when the discussion is over.
  • For example, PAF shows you how to successfully validate and communicate subjective and sensitive stuff like: “He is politically naïve and it is negatively affecting his career” or “She won’t get the promotion because she is not cut out to be a manager.”
  • How to use PAF feedback to reinforce good performance.
  • How to give PAF feedback in a variety of different contexts – from informal coaching chats to formal employee performance appraisals and development discussions.
  • Why PAF feedback is key to improving the performance, motivation and engagement levels of 90+ percent of your employees.
At the end of the workshop you will have:     * A complete feedback “sound-byte” for
      the real situation you brought to the
    * A business-card sized JOB-AID in
      case you need a reminder of the
      steps to create PAF feedback.
    * A free one-on-one telephone
      coaching session with an expert PAF
      instructor who will answer any questions you may have or help you to
      deal with a feedback situation when
      you are back on-the-job.
Section 1: Introduction 8.30
• Introduction
• Course objective
• Workshop content
Participant Introduction and Objectives
• Icebreaker
• Personal objectives
Important Information
• Course material (in-class workbook, take-home material, job-aid)
• Terminology (reinforcing/corrective/constructive feedback)

Section 2: Setting a Baseline (Compare/Contrast Feedback Approaches) 9.00
Participants’ Current Approaches to Giving Feedback
• Exercise #1: Case study of “difficult” situation
• Preparation (groups)
• Role-plays
• Debrief – Evaluation of feedback effectiveness
• Summary of reasons for difficulty/pitfalls
• Explanation of the root cause of the problem
•          Conclusion: Why traditional approaches fall short
Comparison with the PAF Technique
• Demo: PAF feedback for same situation
• Overview: How and why PAF works for the tough stuff

10.15 Coffee

Section 3: PAF Reinforcing Feedback 10.30
How to create PAF reinforcing feedback
•          Components (job-aid)
•          Exercise #2: Illustrative example (case)
•          Exercise #3: Walk-though example (case)
•          Exercise #4: Practice application (case) 


Section 4: PAF Corrective Feedback 1.15

How to create PAF corrective Feedback
•          Components (job-aid)
•          Exercise #5: Illustrative example (case)
•          Exercise #6: Walk-though example (case)


•          Exercise #7: Practice application (case)
•          Exercise #8: Practice application (case)

Section 5: PAF Constructive Feedback 3.30
How to modify PAF corrective feedback to give constructive advice to people who do NOT report to you.
•          Exercise #9: Practice application (case)

Section 6a: Applying PAF in a Corrective/Constructive Real Situation 4.00
•          When to use feedback to correct performance and when to use other methods such as EAP programs or discipline to change behaviour.
•          How to determine where the line between feedback and discipline falls.

Section 6b: Applying PAF - Homework Assignment 4.30
Your Real-Life Application
•          Decide which real situation you will choose and mentally review it.
•          Read the 16 corrective/constructive examples in Take-Home Material to review how PAF works in different situations with different types of issues.
•          Think about how you would create feedback but do not do the work.

Day 2: 8.30 – 4.30

Section 6c: Applying PAF – Practice 8.30
Create PAF Feedback for your Real-Life Application
•          Review situation with classmates/facilitators
•          Exercise #10: Prepare feedback for real case
•          Peer/facilitator review (make changes if necessary)

10.00 Coffee

•          Conduct role-plays with feedback

12.15 Lunch

•          Conduct role-plays with feedback

3.00 Coffee

Section 7: The Bigger Picture – The Link Between PAF Feedback and Employee Motivation and Engagement 3.15
•          Psychology of motivation and engagement – a manager’s perspective.
•          How and why PAF feedback is a key component for 90+ of employees.
•          What is in it for you to use PAF with your employees.
Section 8: End 4.15
Details for accessing free follow-up coaching
Completion of evaluation forms

Prerequisites & Certificates

Certificates offered

Certificate of completion

Cancellation Policy
Cancellations less than 2 business weeks before the expected delivery date are eligible for a 50% refund, or a credit voucher will be provided for regularly scheduled courses (choice being that of the registrant). Credit Vouchers are transferable within the same company. Please send your cancellation notice to info@itplanit.com.
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Itplanit Services Corp.
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Here are some reviews of the training vendor.
This course was very, very interesting due to the instructor. He was simple, gave good examples and made a few jokes. Also, being only 5 participants was a bonus for us as we were able to share our experiences in a timely manner.
Reviewed by 2016
I think there is too much material to cover in one session. It's a lot of information to absorb all at once.
Reviewed by 2013
The only thing I would add...if you know you don't have many participants, hands on practice would be great. I would like to have had more time applying what i learned in a diagram. Once I got back to my office...i didn't know how to move a shape and associated text together. I also would like to know where I can see all the shapes offered by visio instead of searching for the shape and not knowing what to call it?
Reviewed by 2013
The instructor was excellent. I was pleasantly surprised by how interesting she made a potentially dry subject appear. Non-stop, great snacks provided all day from ham/egg bagels for breakfast, muffins, Valentines chocolate, chips, popcorn, gumball machine, coffee, juices etc etc. Perfect location for me as it was 2 blocks from my office.
Reviewed by 2013
I had no problem with the instructor's technigues, methods or delivery of the course material. He made what was otherwise fairly dry material as interesting as he possible and augmented it with practical examples that the class could relate to. The training facility and staff were also comendable, however what can't be overlooked is the IT infrastructure. During the exam the problems with latency were so bad that it affected my ability to concentrate on the material. Prior to the exam I completed 2 practice exams on paper in 35 & 37 minutes respectively. Doing the exam online it took over 1.5 hrs because it would take between 30 & 60 sec to refresh the page and show the next question. At times when I attempted to go back and review quesgtions I had marked I found my original answer wasn't recorded & I'd have to answer the question a second time. By the end of 70 min I was so digruntled I couldn't wait to finish regardless of the end result. It may not seem fair to evaluate the favility in this manner, but as a student the outcome is the ultimate measurement of a training favility.
Reviewed by 2013
A very interesting course. Claude Gerin, our instructor, was excellent in making this a very interesting and learning experience. THANKS!
Reviewed by 2012

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