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Product & Package Design

Event Tent Design

Promotional Literature Image Manipulation / Re-Touch Work

Point of Purchase

Trade Show Booth

Karen McMullen716-445-3459

karen.b.mcmullen@gmail.com

Logo Development

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Catalogs & Manuals

Introduction

Module 1: Hiring

Module 2: Motivating

Module 3: Avoiding

Module 4: Solving

Module 5: Separating

321

55

85

125

151

Table of Contents

Introduction

• Review the purpose of Blueprints for Excellence

• Understand why it is important to have process and procedures

• Review the five steps in the life cycle of employment

• Understand the role of Human Resources in supporting field sales

An overview

Without order, chaos ensues

Blueprints for Excellence: Employment Practice Review

Intr

od

uct

ion

In the context of solving a problem or correcting a behavior, coaching is the art of persuading individuals to make a change through a dialog or a conversa-tion. Coaching seeks to discover what challenges or events led to a particular behavior. It is the first step in an effort to correct a behavior or improve on a level of performance.

In the context of solving a problem or correcting a behavior, counseling takes on more of a reprimand tone. This step is typically reserved for when a behavior has not been corrected after a coaching session. This step may also be used for a more serious situation in which you side-stepped a coaching stage. The end result is correcting a behavior or improving performance. It also sets the foundation if discipline or termination is required in the future.

The final step before a termination is discipline. In this step we clearly tell the employee what the problem is, what they have to do to correct it and what the consequences will be if they do not correct it. It clearly puts them on notice that immediate action must take place or they will be terminated.

DOCUMENTATION –We strongly suggest that you capture the facts in an email to the employee. See an example in the documents section.

DOCUMENTATION –The facts are captured in a memo or email and are stronger than a coaching email. This may still stop short of telling the employee what the consequences will be. See an example in the documents section.

DOCUMENTATION –This document clearly states the problem, the correction that is needed and the consequences. See an example in the docu-ments section.

The diagram below describes and shows the difference between the stages and identifies the type of

documentation that should be used. Keep in mind that all situations are unique and may not follow the

definition or suit the situation. When in doubt, contact the Director of Employ-

Coaching, Counseling and Disciplining Defined

COACHING COUNSELING DISCIPLINING

Solv

ing

Solv

ing

The diagram below demonstrates the typical path of coaching, counseling and disciplining and identifies

what the end result should be.

Diagram of Coaching, Counseling and Disciplining

When an Event Takes PlaceUse the Following Approach

• Ask questions and probe Adult to adult

• Dialog not Monologue

When to Coach

Pattern of Behavior Continues Use the Following Approach

When to Counsel• Review and revisit • More of a monologue with

reprimand tone

Habits Have Developed or Serious Violations Have OccurredUse the Following Approach

When to Discipline• Identify what the problem is• Identify what has to be done to correct it• Identify what the consequences will be

In all three examples above the goal is to achieve a desired result which is the correction of the problem.

Blueprints for Excellence: Employment Practice Review

Blueprints for Excellence

Employment Practices Review

HIRING

MOTIVATING

SEPARATING

AVOIDING

SOLVING

Product & Package Design

Trade Show Booth Design

Trade Show Booth Design

Event Tent Design

Photo Re-Touch / Image ManipulationBefore

Before

After

AfterBefore

After

Before

After

Point of Purchase