DKA Toolkit - Courses

Coaching Intervention Strategies for Counterproductive Workplace Behaviors

How Choosing the Incorrect Coaching Intervention Provokes Dissatisfaction in a Potentially Outstanding Employee Who We Then Label as “Difficult”

Have you ever had a performance coaching conversation with an employee who was either shocked or offended by your feedback? Have you ever reprimanded an employee who had a strong negative reaction to the reprimand? Has their performance gotten worse since you reprimanded them? Have you been surprised that a potentially good employee responded poorly to your coaching… your feedback…your reprimand? This course addresses the spiraling cycle of why potentially good employees become “difficult”, and how your chosen coaching intervention may have escalated the employee’s counterproductive workplace behavior.

Employee morale, productivity and goal attainment levels are generally highest when employees are self-motivated; they work collaboratively, respectfully and purposefully with their managers as well as with each other. This course also focuses on the role you (as manager) play in providing the environment which motivates or demotivates your employee. 

Your demotivated employee is more likely to exhibit inappropriate and disruptive behaviors; these behaviors automatically lead us to define the employee as dissatisfied or “difficult.” Counterproductive Workplace Behaviors - when mishandled by individual managers and management as a whole - can result in significant harm to the organization. This class addresses some of the most common types of difficult and disruptive employee behaviors, identifies the potential risks to the organization if the behavior is not corrected, and offers strategies to constructively coach, counsel and correct your employee’s behavior with the intent to improve or reduce poor performance.

Topics covered:

• The Dissatisfied Employee - Are They Really 'Difficult?'
• How Dissatisfied Employees Do Harm
• Coaching to Improve Poor Performance
• Conducting a Performance Improvement Coaching Analysis
• Understanding When and How to use The 3 C's – Coaching, Counseling and Corrective Action
• Performance Coaching & Motivation
• Setting Employees Up For Success
• Strategies To Deal With The Demotivated Employee
• Understanding The Employee's Needs vs. The Manager’s Perception of Those Needs

Accompanying Free Psychological Assessment!

The Leadership Potential Assessment (LEAP)

Upon completion of this course, please email me ([email protected]) for access to your accompanying free online psychological assessment – The Leadership Potential Assessment LEAP. 

This assessment provides you insight and self-awareness on your level of development for both your transformational and transactional leadership strengths, opportunities, behaviors and tendencies; some of the factors include: Delegating, Giving Feedback, Goal-setting, Rewarding Performance, Motivating, Coaching and Problem-solving – all critical components for mastering   “Coaching Intervention Strategies for Counterproductive Workplace Behaviors.”

The scales and factors addressed in the assessment are all dealt with thoroughly in the class – primarily through lens of the 3 C’s of Coaching, Counseling and Corrective Action – and are of great synchronicity with the class because they all interconnect to the coaching intervention strategies necessary for the development of your staff. The prevention of counterproductive workplace behaviors are critical for the overall productivity improvement of each individual on your team, so gaining self-understanding of the likely role you play in the escalation or de-escalation of your direct-report’s poor performance is made clear by the illumination of the insights outlined by the results of the Leadership Potential Assessment.