My intention here is twofold:

1.  To instruct leadership in a positive, proactive approach to discipline, one that emphasizes behavioral modification and corrective action.

2.  To equip leaders with a process for documenting performance issues, including suggested language and formats to use in documentation.

That purpose is backed by guidance for establishing these necessities:

•   Clear delineation of positive expectations and deliverables

•   Employee self-discipline through a performance enhancement plan, or PEP

•   A PEPTALK method for gaining employee agreement

•   Development of a coaching leadership style

•   An understanding of a performance process to isolate factors for improvement

•   Identification and ...

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