Constructive Performance Conversations: A 4-Month Leadership Program for Professionals

1. Program Introduction & Benefits

This program is a structured, experiential leadership development initiative designed to equip professionals with the frameworks, skills, and confidence to conduct challenging performance reviews constructively. Grounded in the 70-20-10 development model, it blends formal learning with intensive peer practice and real-world application over four months. The core essence is transforming performance reviews from administrative, anxiety-inducing events into forward-looking, developmental dialogues that drive accountability and growth.

Strategic Benefits for Professionals:

• Enhanced Leadership Efficacy: Develops a critical leadership competency, moving participants from avoiding difficult conversations to leading them with structure and empathy.
• Improved Team Performance & Engagement: Shifts feedback culture to be more continuous, specific, and developmental, leading to clearer expectations, reduced ambiguity, and higher employee engagement.
• Reduced Organizational Risk: Mitigates legal and morale risks associated with biased, inconsistent, or poorly documented performance evaluations by teaching objective, evidence-based practices.
• Increased Manager Confidence: Provides proven tools (GROW, SBI) and repeated practice to reduce personal discomfort and build confidence in handling emotionally charged review scenarios.
• Strengthened Talent Development: Enables leaders to accurately identify performance gaps and co-create actionable development plans, directly linking reviews to career growth and succession planning.

2. Program Expansion Strategy

Evaluation: The primary goal is to "conduct challenging performance reviews constructively." While this is a skill-building program, not a pure Mentorship or Coaching program, a supplemental Peer Coaching Circle layer would significantly enhance outcomes.

Why it Adds Value: A structured peer coaching component directly addresses the core challenge of isolation and discomfort. It provides a safe, confidential space for professionals to:

• Practice and Refine: Apply new frameworks (SBI, GROW) to their real-world cases before actual reviews.
• Problem-Solve Collectively: Brainstorm approaches for specific, challenging employees with peers who understand the context.
• Build Accountability: Commit to applying new behaviors and report back on successes and learnings.
• Normalize Challenges: Reduce stigma by hearing peers navigate similar difficulties, fostering a community of practice.

Implementation Note: Integrate bi-weekly, 90-minute Peer Coaching Circles into the program schedule. Groups of 4-5 participants are facilitated by a trained moderator (internal or external) using a structured format: individual case presentation, peer questioning using program models, collective brainstorming, and action planning. This aligns with the 20% "social learning" component of the 70-20-10 model.

3. Implementation Roadmap

Launch Phase Checklist

1. Stakeholder Alignment: Secure sponsorship from HR and senior leadership. Communicate program goals and benefits to people managers.
2. Participant Selection & Onboarding: Identify cohort of professionals with direct reports. Conduct pre-program assessments (confidence survey, knowledge quiz).
3. Kick-Off Workshop: Launch with a session on the "Why" of performance management, introducing the 70-20-10 program design and initial mindset shift.
4. Tool & Platform Setup: Configure the LMS for content delivery and the Internal Social Network for cohort collaboration (see Approved Tools).
5. Schedule & Communicate: Distribute the 4-month calendar with all live sessions, peer circle meetings, and assignment deadlines.

Tracking & Operations (4-Month Lifecycle)

• Program Manager: Dedicate a program manager to track attendance, assignment completion, and cohort engagement.
• Learning Dashboard: Use the LMS dashboard to monitor module completion rates and assessment scores.
• Peer Circle Facilitation: Ensure coaches/facilitators submit brief summaries after each circle, highlighting common challenges and breakthroughs.
• Mid-Point Pulse Check: At Week 8, conduct a short survey and hold a virtual town hall to address participant questions and adjust pacing if needed.
• Resource Hub: Maintain a dynamic section on the Internal Social Network for Q&A, sharing of templates, and success stories.

Success Measurement

Quantitative KPIs:

• Completion Rate: >90% of participants complete all modules and submit final application project.
• Skill Acquisition: >85% of participants achieve a "Meets Expectations" or higher score on the final simulated review rubric (assessing clarity, objectivity, balance, empathy).
• Behavior Change: Pre/post-program self-confidence score (1-5 scale) shows a minimum average increase of 1.5 points.
• Application: 100% of participants conduct at least one real or fully simulated performance review using program frameworks.

Qualitative Feedback Mechanisms:

• Post-Simulation Debriefs: Structured feedback from trained observers/peers after role-play exercises.
• End-of-Program Focus Groups: Gather detailed insights on tool applicability and perceived impact.
• Manager & Direct Report Surveys (3 months post-program): Measure perceived changes in feedback quality and conversation constructiveness.
• Artifact Review: HR/Program leads review a sample of post-program written reviews for improved specificity, use of SBI, and developmental focus.

4. Approved Tools List

• LMS (Learning Management System): Primary Tool. This is non-negotiable for delivering structured content (video lessons, readings, quizzes), hosting virtual workshops, tracking progress against the 4-month timeline, and administering pre/post-assessments.
• Internal Social Network: Critical Support Tool. Essential for fostering the "20% social learning." Used for Peer Coaching Circle coordination, asynchronous discussion forums on modules, sharing of templates, and building a sustained community of practice beyond the program.
• Personality Test (Optional, Supplemental): Tools like a DISC or similar behavioral assessment can be used in Module 1 to increase self-awareness of personal communication styles and potential biases when evaluating others, enhancing the objective evaluation training.

Justification: Mentorship/Coaching Software is not selected as the primary mode is structured training with a supplemental peer coaching circle model, which can be managed via the Internal Social Network and LMS. An Onboarding Platform is irrelevant. ERG Software is not aligned with the program's core goal.

5. Resource & Content Library

General Program Content

• Video Library:
  • "From Judge to Coach: The Mindset Shift for Modern Reviews"
  • "SBI Feedback in Action: Three Scripted Examples"
  • "Walking Through GROW: A Performance Conversation Demo"
  • "De-escalation Techniques for Emotional Review Meetings"
  • "Calibration 101: Aligning Ratings with Peers"
• Guides & Playbooks:
  • The Objective Evaluator's Checklist
  • SBI Feedback Builder Template
  • GROW Conversation Planner Worksheet
  • Difficult Review Scenario Handbook (with 5 case studies)
  • From Review to Development Plan: A Step-by-Step Guide
• Readings & Articles:
  • "The Neuroscience of Receiving Feedback"
  • "Beyond the Annual Review: Building a Culture of Continuous Feedback"
  • "Common Rating Biases and How to Outsmart Them"
  • "Documenting Performance: Legal and Best Practice Guidelines"

Supplemental Mentoring Content Table

To support the Peer Coaching Circles and enhance core program skills.

Topic	Purpose	Format
Active Listening for Coaches	To equip peers to listen deeply without judgment during circle sessions, fostering psychological safety.	Micro-learning video (10 mins) & reflection guide
Powerful Questioning (GROW Model)	To move peers from giving advice to asking transformative questions that unlock self-discovery.	Interactive job-aid with question stems
Giving & Receiving Peer Feedback	To establish norms for providing constructive feedback within the coaching circle itself.	Short guide with protocol
Maintaining Confidentiality	To build trust within the peer circle by clearly defining what is shared and what stays within the group.	Agreement template
Goal-Setting for Action Plans	To help peers formulate SMART next steps after coaching sessions.	Worksheet