by Diana Southall | Sep 25, 2014 | culture, job fit
Want passionate engaged employees?
Then you need a passionate engaged manager with great leadership and coaching ability. One who focuses on productivity, accountability, and also cares about and builds trust with his or her team.
According to Gallup research, they say only 10% of people have the innate talent to do this, and that about another 20% can be effective if they are provided coaching and development to hone these elusive skills.
Gallup found 5 key behaviors that differentiated great managers from the poor ones (quoted verbatim):
- They motivate every single employee to take action and engage employees with a compelling mission and vision.
- They have the assertiveness to drive outcomes and the ability to overcome adversity and resistance.
- They create a culture of clear accountability.
- They build relationships that create trust, open dialogue, and full transparency you could check here.
- They make decisions based on productivity, not politics.
If the Fortune 500 can’t find good managers, how can your firm?
The good news is that people exist in your organization and in your neighborhood with these talents. The trick is to find them, develop them and give them a good team to work with.
If you have one or more managers, here are your action steps to find out if you have the right person in the right role:
- Evaluate your current team for job fit (those in manager roles and those you see a high potential for that role in the future)- using a combination of personality assessment, performance analysis, and co-worker feedback
- Coach and train you managers to build relationships (focus on the people) while emphasizing productivity and accountability (focus on the task)
- Move those that are not succeeding in the role to another position
If you do not develop great managers, you are guaranteed to disengage everyone and are likely lose your top performers. They will leave to find a better manager somewhere else.
Read full Harvard Business Review blog article
Photo Courtesy of FreeDigitalPhotos.net.
by Diana Southall | Sep 9, 2014 | job fit, performance
It’s a common story- Jane was great at her job– a quick learner eager to do more. So you gave her more– a whole lot more. But now she seems overwhelmed, unsure, and downright frazzled.
Will she start swimming and get her head back above water?
It depends—does she lack easily trainable skills or is the gap due to a mismatch of personality or competency?
The first step when you encounter the aftermath of a well-meaning major assignment or promotion is to chat with Jane. Where does she think she is struggling? Is there a specific area you can pinpoint where a bit of support or coaching would help?
Let’s say you promoted Jane to a team leader for her customer service group, and her tasks now include scheduling 10 reps across two shifts, weekly reports for the manager, and handling escalated calls. This is in addition to continuing to work as a customer service rep.
Option 1- Time and Training will work
As an example of a quick fix- Jane A explains that she is still learning the scheduling software and this is taking several more hours for her to complete the weekly schedule. This has caused her to finish the weekly department report late. She anticipates that she will be on track in a week or two, as she is quickly mastering this complicated tool. You suggest that she has the manager spends a few minutes showing her how he uses shortcuts to expedite that task. After two weeks she is indeed on top of the new assignment’s and on time.
Option 2- Re-evaluate Job Fit and Duties
On the other hand, Jane B seems to be avoiding the weekly reports in favor of taking customer calls. She reports that she has not “had time” to train on the scheduling module. Last week she hastily put together on an incomplete schedule that didn’t provide enough coverage during peak hours. The first two weeks her weekly reports were 5 days late and missing key data. In your conversations, it seems that Jane may lack the planning and organizing competency that these new tasks require to be effective. To be fair, you ask her manager to give her a bit more training on how to do those tasks, to see if training will be the answer. But if she does not start making improvements in a few weeks, you might conclude the pattern of job fit is at work.
Want to learn more?
Find out how about how to identify the three main reasons someone isn’t keeping up (gap in ability, motivation or values) in our webinar “Evaluating Your Current Team for Job Fit.”
See our current webinar schedule and register here: People Plan Webinars
Image Courtesy of FreeDigitalPhotos.net.
by Diana Southall | Aug 26, 2014 | culture, job fit, performance
The following is a version of a conversation I have regularly with clients:
Client: “We really need some help with our sales process. Some of our bids require hours of preparation and document gathering. Our estimator needed extra help as he uses all his time to get vendor estimates and compute the final price. So he had Mary take over the non-pricing part of the bid.”
Diana: “So how did that work?”
Client: “Well, Mary started well, but the day before the bid she seems frazzled and needed the estimator to help her finish the packet.”
Diana: “So did you win the work?”
Client: “No, the bid was disqualified because it was missing two important documents.”
Diana: “Was there a list of all requirements in the bid package?”
Client: “Yup- right in the first two pages, there was a checklist of every required items.”
Diana: “Okay, we have two areas to concentrate.
First, you might want to talk about process improvement—what could be done better for the next bid. (For example, one person is responsible to double-check everything is there 2 days before the bid is due.)
I would suggest you get those involved in the bid process in a room and outline and clarify the ideal process and timeline, and then assign responsibility.”
The second area- Do you see a trend in Mary’s performance in planning of projects and detail orientation? Is she normally prepared with every item needed, well in advance of a deadline? Does she “future pace” what is coming next, reaching out to others to get what she needs to do her part of the project?
Or do you see the frantic last minute dash to pull something together at the last minute, and then something is usually forgotten?”
This is a function of job fit, some people are comfortable working in the moment, and do not typically focus on the future requirements. Some people have the opposite work habits- they setup checklists, verify that the list is complete and double check everything.
Planning and organizing is a competency—a soft skill that is based on our consistent personality traits, and can be somewhat refined and developed. (And you can assess for this in the hiring process with a basic personality assessment).
If you step back and evaluate the trend of someone’s work habits, you will likely see a clear pattern of planning and organizing behaviors and results.
If Mary has not demonstrated a strong competency in planning and organizing, the solution is to give those tasks with someone else who has a stronger competency in this area (higher job fit). And then find short term and less detailed and crucial tasks that are a better job fit for Mary (increase her job fit).
Training and systems are most effective if someone already has the competency/ job fit in that area.
Want to learn more?
Find out how about how to identify the three main reasons someone isn’t keeping up (gap in ability, motivation or values) in our webinar “Evaluating Your Current Team for Job Fit.”
See our current webinar schedule and register here: People Plan Webinars
Image Courtesy of FreeDigitalPhotos.net.
by Diana Southall | Jul 31, 2014 | culture
Hundreds of studies have demonstrated that the most critical factor that impacts employee productivity, performance, retention and engagement is the relationship between an employee and his or her direct manager. As the book title clearly states “people leave managers, not jobs”
What can you do to transform your interaction and dialogue away from being a “manager” to being a coach and leader?
Brendon Burchard created an enthusiastic 11 minute video to outline 6 steps. Here are excerpts from this video below.
After watching the inspiring video- here are 6 things you do to implement this compelling model:
- Envision– Clearly (decide) define your vision for the organization, and outline your core values (I will give you bonus points if you involve your team in this process )
- Enlist– Share this vision in the most visual and engaging way and then ask “will you join me”
- Embody– Create a list of behaviors that embody your core values and then demonstrate them and recognize them <quick recognition template> and ask for feedback when you are not walking the talk
- Empower– Consider the language of your feedback, and modify to do more coaching less managing (nagging, bossing) and have more frequent and open dialogues
- Evaluate– Employees want frequent, honest, appreciative feedback — formalize your management rhythm- with weekly conversations, monthly touch points, quarterly action plan updates
- Encourage– build in storytelling, recognition, celebration into your team updates agendas and process (think about little league)
Practice One: Envision The reason we say envision versus just have a vision is it’s a practice of envisioning – “what should tomorrow look like for my team?”
Practice Two: Enlist A great leader is always enlisting other people to believe in the dream, to shape the dream, to stay dedicated to the dream.
Practice Three: Embody as leaders we have to stand for and demonstrate and show and portray what we are really believing in
Practice Four: Empower Training other people and equipping them with everything they need to succeed has to be a vital practice of every great leader.
Practice Five: Evaluate Ethics and Progress That evaluation also brings up the incredible challenge that we face as leaders, which is to give honest, direct, immediate constructive feedback to those who are trying to influence and lead.
Practice Six: Encourage To encourage, to be the champion. To be the cheerleader. To be the person always motivating, inspiring, uplifting people.
Watch this video
Read the transcipt
Image Courtesy of FreeDigitalPhotos.net.
by Diana Southall | Jun 17, 2014 | action plans, coaching, performance
When we have an employee who seems to be struggling with part of the job, we think back and exclaim “but she was trained!”
Often a person has been “trained” but still does not adequately complete the job duties.
There are multiple reasons “training” doesn’t succeed:
- It was not comprehensive enough- just covering the basics does not convey enough information
- It was given too fast in too short a period of time (everyone learns at a different rate)
- The trainer only demonstrated the skill, and did not have the trainee practice it twice with coaching
- Training did not match the learner’s best learning method (Some people learn better by listening, some via doing it, some by reading)
- The trainer did not have adequate knowledge or verbal skills to impart all informa tion (if someone knows 70% then they train 70% of that and trainee gets 49% of it.
The basic solution is to re-visit the skill or knowledge that needs to be taught, and to systematically review this information.
Seasoned trainers also regularly check to make sure the trainee is absorbing the information, by asking for some sort of demonstration of learning. (“Okay, now I would like you to show me how you would enter a new order.”)
Once you have verified that the person was adequately trained or re-trained, you need to keep the knowledge active. Give the person the opportunity to use it periodically and coach for improvement.
If you don’t see improvement over time then you have your answer “will training help?” – and look for other causes (usually job fit related).
Image Courtesy of FreeDigitalPhotos.net.
