Performance Management need not be the same old go-through-the-motions routine. Instead of continuing the same dispirited goal setting, lack of feedback, and uninspiring appraisal process, you now have an alternative. Performance conversations can be purposeful, meaningful, and co-created to inspire deep ownership and commitment. If you want to make a positive difference in people and their performance, I invite you to get to the Heart of Performance Management.

This book covers the five Cs of effective performance management: Clarity, Challenge, Care, Communication, and Coaching. Let's examine each C.

Clarity - Let's start by answering the question What is performance? Many leaders associate it with work targets and Key Performance Indicators of progress - but they're missing half the picture. A holistic picture of performance includes both work targets and how people achieve the targets and desired behaviours. Gaining clarity also involves expressing our wants and needs regarding the work and how we work. Challenge - How do we motivate people? This book shares insights on understanding our people using the Skill-Will matrix. It provides ways to motivate people, such as using stretch assignments, career development, and recognition. Care - How do we care for our people? Caring for people is not just showing empathy and caring for their feelings. We need to integrate empathy with caring for the future development of the person. It's about providing honest, just-in-time feedback and developing the person for professional success. Communication - How do we communicate? Managing performance includes handling difficult conversations such as appraisal sessions, communicating the concept of promotion, and providing honest feedback to improve performance. Coaching - How can we use a coaching mindset and practice to help develop people? Several chapters in this book focus on the answers to this question.

The Heart of Performance Management has something to offer both those who struggle to motivate people and those who've been on either side of lousy and unsatisfactory performance conversations.