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Performance Management Learning Road Map

Find out about courses and other resources to contribute to your Individual Development Plan.

Performance Management Learning Road Map

Related UC Core Competencies

  • Communication
  • Employee Engagement
  • People Management: Employee Focus

Summary: Key learnings that can be gleaned from this Learning Road Map include:

  • Preparing performance appraisals
  • Behavioral feedback
  • Performance coaching
  • Creating effective individual development plans

Certificate Available: Yes. UC People Management Series and Certificate.

Developing on the Job

  • Use language that is objective, behavioral, and neutral.
  • Teach your staff to use language that is objective, behavioral and neutral.
  • Ask powerful and mind-opening questions to find out more information.
  • Reflect on why you judge people the way that you do.  Ask yourself “could there by other possibilities?”
  • Practice identifying what you have in common with someone you view as different from yourself.
  • Conduct an informational interview with a leader whose staff you observe as engaged and productive.
  • Occasionally incorporate professional development opportunities into staff meetings.
  • Participate in a course or workshop on coaching.
  • Participate in a course or workshop on conflict management.
  • Role play with a trusted mentor/advisor.
  • Practice listening to someone without verbally responding.
  • Encourage your staff to participate in courses and workshops.
  • Collaborate with your boss to prepare an Individual Development Plan (IDP) for yourself.
  • Collaborate with your direct reports to prepare an Individual Development Plan (IDP) for them.  Incorporate stretch goals.
  • Set specific and realistic check-in points and deadlines for projects.
  • Engage your staff in problem solving.
  • Ask your staff to provide at least two possible solutions for each problem they bring to you.
  • Delegate challenging and scale assignments.
  • Ask your staff how they each prefer to learn and receive information.
  • Ask your staff what motivates each one of them.
  • Invite everyone to participate, in one way or another, in staff meetings.
  • Collaborate with your staff to develop guidelines for how you will work together.
  • Provide to your staff context for their roles, responsibilities and assignments – how do they fit into the larger whole?
  • Conduct an inventory of your supervisory/management style.  Assess your strengths and areas for development.
  • Give yourself a timeline for addressing issues.
  • Use metrics to measure productivity and define success.
  • Celebrate successes in your team.

Learning From Others

  • Mentor
    • In partnership with the HR division of Equal Opportunity Services, we offer the Staff Mentorship Program.  The Staff Mentorship Program matches staff mentors and mentees based on their interests and experiences, and provides assistance with goal setting, job satisfaction, job enhancement and lateral or upward mobility.  Please call (858) 822-2633 for more information.
  • Feedback from Others
    • Seek feedback from professionals trained and certified in your area of development, your boss, direct reports, past associates or constituencies, internal and external customers, HR professionals, peers and colleagues
    • Seek feedback from a wide base of diverse constituencies and individuals
    • Hire a tutor or coach
    • Engage in a 360-degree feedback instrument.  Discuss the results with a trusted advisor or mentor.


Read 7 Habits of Highly Effective People, Stephen Covey.  Talk about the book with a colleague.

Related Skillsoft Courses

Visit the UC Core Competency – People Management on the Skillsoft homepage to find additional courses, videos and books.

For more information, contact Staff Education and Development, (858) 534-4890.
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