Certification reference
Team Performance Management
Competency framework
- Define the objectives and missions of team members, taking into account the skills, abilities and particular situations of each employee (disabilities, availability, skills, etc.), in order to set a framework and optimize the distribution of activities.
- Adapt your managerial style to the professional context in which you work, taking into account the specific needs and characteristics of your employees, to enable each of them to work in a relational mode that is conducive to developing their performance.
- Lead team meetings, allowing everyone to express their views on the results obtained and to participate in the emergence of new ideas in terms of work practices and processes to help achieve the objectives set.
- Conduct individual interviews with employees, taking care to adapt your posture according to the type of interview (reframing interview, motivational interview, feedback interview) and the personality of each person, in order to support them in their professional development and the achievement of their objectives.
- Manage difficult or conflictual situations within the team, demonstrating active listening and benevolence, and involving stakeholders in resolving any difficulties encountered, in order to maintain a climate conducive to commitment.
- Manage the team's activities, based on performance indicators and formalized work processes, to ensure that objectives are met, with a view to continuously improving practices.
Evaluation methods
Paper 1 - Case study on team performance management. Written and oral support.
Test 2 - A professional situation involving a role-playing interview to refocus, motivate or provide feedback.
