15Five Performance Leadership Platform Training Course

Course overview

Managers are expected to turn goals, feedback, engagement signals and review data into better day-to-day leadership decisions. Without a consistent operating rhythm, check-ins become status updates, one-to-ones drift into ad hoc conversations, objectives lose visibility, and performance reviews become a high-stakes annual event. This course helps leaders and people professionals use 15Five as a practical performance leadership system: linking individual work to business priorities while creating documented, useful coaching conversations.

Participants learn to configure and run the core 15Five workflows: recurring Check-ins, Objectives and Key Results (OKRs), 1-on-1 agendas, High Fives, engagement surveys and Best-Self Review cycles. They practise writing prompts that surface blockers and development needs, setting measurable objectives, interpreting trends without overreacting to small data sets, and preparing managers to deliver evidence-based feedback. The course also addresses role permissions, adoption communications, dashboard use, escalation routes and the boundaries between performance coaching, employee relations and formal HR processes.

Delivered over five instructor-led days, the programme combines guided platform configuration, manager-led scenario work, data interpretation exercises and peer feedback practice. Participants work in a realistic organisational case throughout the week and leave with a 15Five implementation pack: a check-in template, OKR structure, one-to-one agenda, review-cycle workflow, manager enablement plan and measures for adoption. This gives both the attendee and their organisation a usable starting point for a controlled rollout or improvement initiative.

Course objectives

By the end of this course, participants will be able to:

• Configure 15Five Check-ins with role-relevant questions, due dates and manager response expectations
• Create aligned OKRs in 15Five using measurable key results and ownership rules
• Build structured 1-on-1 agendas that connect priorities, feedback, wellbeing and development actions
• Design a Best-Self Review workflow with calibrated questions, reviewer roles and decision checkpoints
• Interpret engagement, check-in and objective data to identify trends requiring leadership action
• Apply a feedback documentation method that distinguishes coaching observations from formal performance evidence
• Develop a manager enablement plan covering launch communications, training, office hours and adoption measures
• Produce a 15Five performance leadership implementation pack for a defined team or business unit

Benefits of attending

Target competencies

Who should attend

• People Managers — who need a repeatable system for check-ins, coaching and goal conversations
• HR Business Partners — who support managers and need consistent performance leadership practices across teams
• Learning and Development Managers — who design manager enablement around feedback, development and accountability
• People Operations Managers — who administer performance processes and need workable 15Five workflows
• Talent Management Specialists — who coordinate review cycles, goal-setting and development planning
• Newly Appointed Team Leaders — who need structure for leading one-to-ones and tracking commitments

Requirements and prerequisites

This is a foundation-to-intermediate course. Participants should understand the purpose of manager one-to-ones, goal setting and performance feedback, and should be comfortable using browser-based business software, spreadsheets and collaboration tools. Access to a 15Five sandbox, trial environment or organisational account is helpful for follow-on application, but it is not required for attendance because exercises use guided scenarios and training materials. No prior 15Five administration experience, HR qualification, statistical training, coding knowledge or formal coaching credential is required. Complete beginners should expect to learn both the platform workflow and the leadership practices that make it useful.

Training methodology

The instructor demonstrates each 15Five workflow before participants configure it against a continuing business case involving a growing multi-team organisation. Short teaching sessions cover leadership practice, platform decisions and governance; hands-on labs cover Check-ins, Objectives, 1-on-1s, engagement reporting and Best-Self Review. Participants critique sample manager responses, practise feedback conversations in pairs and compare rollout choices in facilitated groups. Each day closes with an applied artefact, culminating in an implementation plan that participants can adapt for their own team, function or organisation.

Course outline

Day 1: Performance leadership foundations and 15Five operating model

• Performance leadership rhythms: check-ins, coaching, recognition and reviews
• 15Five navigation, user roles and manager responsibilities
• Check-in cadence design for frontline, hybrid and knowledge-work teams
• Weekly question design for priorities, blockers, morale and development
• Manager response standards and escalation boundaries
• High Fives recognition practices and behavioural reinforcement
• Baseline adoption measures and performance leadership success criteria

Workshop: Participants design a four-week Check-in template and manager response standard for a named team scenario.

Day 2: Goals, alignment and meaningful one-to-ones

• Objectives and Key Results structure in 15Five
• Writing outcome-focused objectives and measurable key results
• Goal ownership, alignment and cross-functional dependencies
• Objective update cadences and confidence indicators
• 1-on-1 agenda configuration and shared preparation
• Linking check-in themes to coaching agenda items
• Action tracking, accountability and follow-up routines

Workshop: Participants build an aligned team OKR set and a recurring 1-on-1 agenda for a manager and direct report.

Day 3: Feedback, engagement signals and coaching decisions

• Feedback models for specific, timely and actionable manager responses
• Using Check-in responses to identify blockers and development needs
• Engagement survey design, question groups and participation considerations
• Reading engagement dashboards, drivers and response distributions
• Separating survey patterns from individual performance conclusions
• Psychological safety and confidentiality in people data discussions
• Coaching referrals, employee relations escalation and HR partnership

Workshop: Participants analyse a sample 15Five engagement and Check-in data set, then prepare a manager coaching response plan.

Day 4: Best-Self Review and fair performance processes

• Best-Self Review cycle architecture and timeline planning
• Self-review, manager review and peer feedback question design
• Reviewer selection, anonymity considerations and role permissions
• Evidence collection from objectives, check-ins and one-to-one actions
• Calibration preparation and bias interruption techniques
• Development plans and post-review follow-through
• Review-cycle communications, manager guidance and support channels

Workshop: Participants map a Best-Self Review cycle and create a manager briefing pack for a simulated review launch.

Day 5: Implementation, adoption and leadership reporting

• 15Five rollout options: pilot, phased deployment and enterprise launch
• Stakeholder mapping for executives, HR, managers and employees
• Manager training pathways and reinforcement mechanisms
• Slack and Microsoft Teams workflow considerations
• Data governance, access controls and retention responsibilities
• Adoption dashboards and leading indicators of manager participation
• Ninety-day implementation planning and risk mitigation

Workshop: Participants present a 90-day 15Five implementation plan containing governance, communications, enablement, measures and risk controls.

Tools & standards covered

15Five, Slack, Microsoft Teams, Objectives and Key Results (OKR) framework

A typical training day

Live online deliveries follow the same structure in the East Africa Time zone, with shorter screen blocks and longer breaks.

What the fee includes

How you can take this course

Certification

Participants who complete the full five days receive the Skillset Development Certificate of Completion, stating the course title, course code, dates and delivery format — suitable for professional-development records and employer reimbursement.

Frequently asked questions