Resources – Video – Train 4 – Coaching Your Team For Top Performance
Module 3 – Coaching Your Team For Top Performance
Your next steps
- Watch the video
- Video 3 – Coach Your Team for Top Performance (Follow along with Handouts)
- Schedule Performance Discussion meetings with employees (next month).
Bonus video:
Summary of a great leadership book, “Turn The Ship Around” by Captain David Marquet — animated summary video narrated by the author
People Plan™ Toolkit Support Request
Contact us if you have any questions, concerns, or suggestions for improvement. My team reads every email and we are dedicated to your People Success! -Diana Southall
The “Y” knows how to recognize! The “Story of the Black Bead”
Are you recognizing like YMCA? Let me tell you the “Story of the Black Bead.”
And I challenge you to create your own simple and effective recognition program at your work!
Caring, honestly, respect, responsibility—these are the 4 core values of the YMCA and this organization does a terrific job focusing their program and participants on cultivating this values.
My kids and niece attend a YMCA day camp this summer. Every day, there is a “bead ceremony” where the counselors stand up in front of all the campers and publicly recognize a few who exemplified one of the values, and the camper receives a colored bead (each value has its own color—see below for the list).
Now imagine how a 6-year-old feels when they receive a green bead for showing responsibility today. They feel proud, tell their mom, and do more of the recognized behaviors (pick up toys, stay with their buddy on the field trip) the next day. And then the other campers learn, “hey, if I pick up my toys, maybe I will get a bead, too!” And the culture is built one kid and one day at a time.
What about the black bead?
Last week I picked up my son and he runs over to proudly give me this handmade card (see photo below.)
It reads “to earn the black bead, a camper must display an extreme amount of courage and bravery. Plus they must have a spectacular day. Today, Lindy expresses these qualities while going to battle that he would later to be found as the victor. He battled a bee that was terrorizing the camper lunch. Not giving any thought to his own well-being, he shooed the bee away and saved the lunch. He is forever a hero” AND there was a small dinosaur toy taped to the card.
The story continues that the one and only black bead for the summer has been sitting in the bead jar waiting for just such a brave and courageous camper.
All I can say is “WOW!”
Yes, I am proud that my son was recognized for his heroism but I am also blown away by the creativity of counselor Dominic who took the effort to make up such an award.
Can you imagine the impact if your office had a “bead” ceremony once a month? And what if someone came up with a new (creative, silly) “award” once in a while? Would everyone be tripping over themselves to get those bead by doing the 4 things your organization needs? Just because we are adults, we LIKE recognition too!
Ready to get started, for some ideas, read my blog article “Quick recognition template”
4 Core Values of YMCA:
- Caring (Red): to demonstrate a sincere concern for others, for their needs and well-being. Related values: compassion, forgiveness, generosity, and kindness.
- Honesty (Blue): to tell the truth, to demonstrate reliability and trustworthiness through actions that are in keeping with my stated positions and beliefs. Related values: integrity and fairness.
- Respect (Yellow): to treat others as I would want them to treat me, to value the worth of every person, including myself. Related values: acceptance, empathy, self-respect and tolerance.
- Responsibility (Green): to do what is right–what I ought to do, to be accountable for my choices of behavior and actions and my promises. Related values: commitment, courage, good health, service and citizenship.
Image courtesy of Stuart Miles at FreeDigitalPhotos.net
Quick recognition template
Our recent blog post showed that employees desire more appreciation and recognition, so here is a quick template for you to develop your own semi-formal recognition program.
(If you involve your team members in the development process, we will give you bonus points).
•List 3 ABC’s (ABC- attitudes, behaviors and contributions) that would improve your internal team work
•List 3 ABC’s that would improve your customer care
•List 3 ABC’s that support your organization’s core values
•Communicate list of 9 ABC’s to your employees (team meeting? poster on the wall?) and what you plan to do with it
•Make a list of when you can recognize at least one employee publicly for demonstrating one of these ABC’s
•Invite team members to recognize each other when they witness an ABC
•Take one minute to recognize an employee privately if you witness a great ABC
•Schedule and recognize based on your plan
Image courtesy of Maggie Smith at FreeDigitalPhotos.net
Did you review 2012 with your key team members?
Most small business/ small organization managers interact regularly with their staff members—assigning and coordinating work, answering questions and approving decisions, coaching on skills or techniques, “putting out fires,” and inquiring about progress and status of tasks you assigned.
This is an effective management technique, once dubbed “Management by Wandering Around” by Tom Peters and even given its own acronym MBWA.
The benefits:
Employees appreciate the wandering manager for her accessibility and just in time responses, and managers keep busy and deploy people and resources quickly.
How to improve:
However, MBWA tends to focus a manager’s time and staff’s attention on the daily tasks that consume the day—reacting and getting the job done. This often prevents managers from “getting to my list of projects”—our wish list of projects to improve our operations, customer care, revenue, and costs.
The solution:
In addition to ongoing feedback and coordination, also take time to debrief last year and plan for this one with each employee. Reviewing successes and planning for the coming year involves employees involves employees in creating a challenging and rewarding work plan that will increase their commitment and engagement.
There are several benefits of an annual review meeting with employees:
- Employees expect some type of “formal” review (in a sit down meeting, with written document to review)
- Builds trust and rapport with employees
- Allows employees an outlet to discuss accomplishments and concerns (last year) and job/ career goals (this year)
- Provides opportunity to recognize (and therefore reward with praise) an employee’s accomplishments
- Allows manager to find out what additional responsibilities and work would be challenging and interesting for an employee
- Discuss future department goals and how an employee’s job fits in
- Identify individual action plan items — items from manager’s project list that can be delegated and mutually decide a timeline and plan to accomplish
What should you discuss at this meeting? — here is a short list:
- What are the important achievements of the past year?
- What can be improved in your job to help you be more effective?
- How can I as your supervisor assist you?
- What skills or knowledge do you want to develop in the next year? How can this be accomplished?
So go ahead and schedule a sit down with everyone this month—
it can be lunch in your office, or off site for coffee, or what works with your style.
Your employees will appreciate your time and attention.
As an added benefit- you can delegate some of your “to do’s” to finally get to that wish list this year.
If you finished half your wish list — what could you celebrate at next year’s meeting?
Image courtesy of stockimages at FreeDigitalPhotos.net
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