Randy Anderson is co-founder of E3 Professional Trainers...a training firm that provides workplace and life training for individuals, teams, and companies. His strategies are designed to help people become more engaged in their work, better equipped to do it, and feel empowered to live a more fulfilling and influential life.
Before starting E3 in 2005, Randy spent 20 years in sales and management. Most of that time was spent in media sales, which gave him the opportunity to work with virtually every type of business and industry. It is from that experience that he draws the ideas and strategies to help his clients improve their performance in the workplace and to achieve their maximum potential in life.
Randy was awarded the designation of Certified Speaking Professional in 2012. This is the highest earned designation given by the National Speakers Association, recognizing proven expertise in speaking eloquence, business enterprise, and professional ethics.
Randy received his Bachelor of Science in Agricultural Communications from Texas Tech University in 1990. Since that time, he has participated in and completed numerous training courses including; Your Leadership Legacy (Ken Blanchard Co.),Changing the Picture (Ziglar Corp.), Ethics 101 (Cox Enterprises, Inc.), LifeNet Time Management Training (Life Net Inc.), Basic Selling Skills (AVI International), Top Selling (Ziglar Corp.), Professional Selling Skills (Learning International), System 21 Selling (Executive Decision Systems), and Fast Track Media Sales (Cox Media, Inc.). His most valuable experience has come through more than 25 years of on-the-job, real world experience: 12 of which were spent managing others, and over ten years running his own company.
Confronting Loveable Underperformers and/or Despicable, Landmine Employees
Many HR Professionals (and managers in general) find it difficult to effectively correct underperformance. But, two chronic underperformers are particularly difficult to address.
Whether we worry about hurting the feelings of a really nice/popular team member, or simply want to avoid the emotion of an angry, defiant one; poor performance is often ignored under the guise of “preserving peace.” This presentation will teach you how to facilitate a constructive initial conversation, create a coaching strategy that directly ties performance to key objectives, and hold the person accountable with quantifiable metrics. If you or some of your supervisors/managers are avoiding having courageous conversations, these strategies will help you to more effectively improve results and ensure progress. This approach minimizes the emotional or subjective aspect of coaching/correction and allows (or forces) both parties to focus on the objective facts and the logical steps to improvement. By creating measurable benchmarks, subsequent coaching and/or disciplinary conversations can be conducted rationally and eliminate claims of unfairness or favoritism. While no one can guarantee that a person who feels threatened won’t react in a negative fashion, these strategies do ensure a clearer path to a resolution. You can even use this on managers with “squatter’s rights.”
1) How to eliminate the emotion and create an objective environment where candor is the norm.
2) The importance of effectively diagnosing the problem(s) and identifying the contributors.
3) Create an outcome-based improvement plan that ties personal objectives for growth to organizational objectives.
SHRM Recertification Credit: Pending
The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute's criteria to be pre-approved for recertification credit.
HRCI Recertification Credit: Pending