# Coaching Audit Staff for High Performance Course (Self-Paced)

Canonical URL: <https://www.graduateschool.edu/courses/coaching-audit-staff-for-high-performance-course-self-paced>

## Overview

A high-performing audit organization needs skilled, committed, and motivated staff/team members who have a strong sense of organizational purpose and self-direction consistent with the organization’s mission. Great audit managers and leaders need to put staff in a position to succeed while constantly learning, improving, and growing.

This course will help managers and leaders get the most out of their audit staff resources for growth, development, and performance through coaching, setting expectations, giving, and getting feedback. Participants learn to apply measures linked to the organizational mission and goals. This course can be taken alone or as a progressive follow-on to other GATI management/leadership courses.

## What you'll learn

- Setting expectations for performance and accountability.
- Applying the concept of what gets measured gets done.
- Conducting performance reviews that inspire.
- Developing IDPs to address improvement and growth.
- Getting and giving feedback.
- Creating a fail-forward and honesty-safe growth environment.
- Dealing with performance and conduct issues.

## Curriculum

#### Module 1: Setting Expectations

- Establishing expectations: Overcoming a lack of understanding
- Coaching responsibilities of auditors
- The GAGAS framework
- Coaching for high performance in audit organizations
- Organizational culture
- Setting the tone for high performance
- Command and control?
- Employee empowered?
- Getting action on tasks through delegation
- The role of delegation
- What can you delegate? Why delegate?
- Why managers fail to delegate
- Obstacles to an accountability culture
- The role of empowerment
- Empower and delegate by setting clear expectations
- Be SMART about setting goals
- Performance expectations cascade from the top down

#### Module 2: Monitoring, Measuring, and Motivating High Performance

- Sharpening measures for performance and accountability
- Managing by the numbers
- Motivation facts
- Intrinsic and extrinsic motivation
- Giving praise
- The power of positive language – Use the 4-Step Praise Model
- The Pygmalion effect

#### Module 3: Feedback to Feed-forward Crucial Conversations

- Examples of coaching situations
- Characteristics of effective coaching feedback
- Listening skills
- Providing feedback
- The do’s of providing feedback
- The don’ts of providing feedback
- Getting feedback on performance
- Empathy — Seeing, feeling, and understanding things from their point of view
- Crafting your coaching message
- “I” messages
- Examples of “You” and “I” messages

#### Module 4: Performance Evaluations

- Coaching for success – The performance review
- The supervisor’s performance assessment role
- Approaches to performance evaluations
- Guidelines for performance conversations
- Performance appraisals that sing!
- Coaching statements

#### Module 5: Turning Poor Performers Around – Or Out

- Checklist for diagnosing performance problems
- Iceberg model of counseling
- Suggestions for confronting poor performance
- Turning around poor performers
- Types of employees
- "Can't Do" and "Won't Do"
- Attitude problems
- Fixing chronic complainers
- Four-step model: Converting "Can'ts" and "Wont's" to "Cans"

#### Module 6: Discipline and Due Process

- Due process
- Discipline as due process
- The Hot-Stove Rule
- Due process in organizations
- Fair disciplinary procedure requirements
- Summary: Coaching characteristics of high-performance leaders/managers

## Pricing

**Tuition:** $649