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.
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
• Course objective
• Workshop content
Participant Introduction and Objectives
• Personal objectives
• 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)
• 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
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)
• Conduct role-plays with feedback
• Conduct role-plays with feedback
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
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 email@example.com.
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