by Diana Southall | Nov 15, 2016 | coaching, Delegation, job role, performance
Lately I have been sharing with you resources to 1) Clarify the best use of your time, 2) Create a delegation wish list of your “stop doing” tasks, and 3) Identify to whom to delegate this list.
By delegating, you are creating a “win” for you AND a “win” for you high performers.
Your high performers crave challenging assignments and want to know they are being developed for future growth.
In fact, “opportunities” to develop is the number one retainer and engager of your top people- the least expensive and most powerful reward your organization has to build your A team.
To continue your delegation journey, I created a 18 minute video to show you the whole process. The development action plan process gets all employees working towards goals that benefit them and the company.
Watch the 18 minute Video: Develop High Potentials with Action Plans
(The video shows not only how action plans benefit your best performers, but also the average Jane and the lowest performer as well!)
So go ahead, give up something off your list in January and watch your people grow!
by Diana Southall | Aug 21, 2015 | action plans, job fit
How do you possibly find out the needs and motivators for each person on your team, and then maximize their strengths and give them what they desire?
After all, your team is made of individuals, all with their own strengths, weaknesses (or as I like to call them, “areas of non-fit”), personality quirks and idiosyncrasies.
As a client’s manager once phrased it, “we have 100 people and we have 100 different personalities! I realize I have to treat each one differently.” Truer words were never spoken, Bill C.
Fortunately, even though every person might need a different approach and respond to individualize coaching, you can start the “strength building process” by categorizing in two key areas: performance and commitment.
In fact, I designed a template that allows you to profile your team on these two key elements, and then created a matching “Action Plan” focus for each one.
Every time I use this “blueprint” with clients, a lightbulb goes off about at least one employee “Oh, that is why I am struggling with this person” or “Oh no, I should have that conversation I have been putting off soon—they might be looking for another job.”
Mapping out your team also helps you prioritize your coach efforts for fast results or avoiding a disaster — by focusing on the most urgent situations first. (A word of caution, don’t ignore the middle for too long, but that is for another blog article.)
We use this proven tool with clients to focus and prioritize weekly coaching conversations for maximum benefit (as part of the development action plan process).
How to get started mapping your team
- Download your copy of the People + Performance Profiler here
- Read the instructions to create your People Profile
After mapping your team, start the discussion and development action plan process to find out what each person wants from your job, and jointly create the path to get there.
If you develop the trust and the relationship with positive and appreciative discussions, they will tell you what motivates and engages them so you can give it to them.
Image provided by stock images, freedigitalimages.net
by Diana Southall | Feb 24, 2015 | job fit, performance
“10 Competencies of the High Performer”
A great infographic image from management consulting firm CEB gives you a quick list of the 10 competencies in high performing players. (I have grouped them by categories.)
Interpersonal:
- Works well on teams
- Able to influence
- Possesses self and organizational awareness
Work habits:
- Agile learner
- Able to prioritize
Decisions/ results:
- Effective problem solver
- Decision maker
- Proactive
Skills:
Good judgment, team player, aware and influential, quick learner?
Who wouldn’t want these players on their team!
I think you will agree this list is on-target. The challenge is finding these people and then getting them to join your team…
The graphic also indicates 4 ways to be sure you are providing the “Care and Feeding” that high performers expect, or they will take their high demand skills elsewhere.
Learn more about how you can use the People Plan to find, build and reward your “Hi Performers” below.
by Diana Southall | Jan 1, 2014 | Uncategorized
This module focuses on how to create action plans and the steps to identify and groom people for advancement within the organization, helping you build a team of skilled and involved employees that do a great job.
Videos
Training 6 – Training and Development Action Plans
Documents
Articles
To your People success,
-Diana Southall, People Coach and creator of the People Plan™
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If you are ready to create your own People Plan, learn more about our Toolkit resources.
by thepeopleplan | Mar 30, 2013 | job fit, performance
The Corporate Executive Board Company (CEB) analyzed performance based on information from more than 20,000 managers and their employees (40 organizations across the globe).
They found 10 competencies differentiated and identified “high performers” able to succeed in our volatile, changing “new work environment.”
These competencies can be categorized into three key areas – adapting to change, working collaboratively, and applying judgment:
Adapt to Change
• Organizational awareness
•Self-awareness
•Proactivity
•Learning agility
Work Collaboratively
•Teamwork
•Influence
•Technical expertise
Apply Judgment
• Prioritization
•Problem solving
•Decision making
According to their research, these competencies are found in about 5% of the working population. They also suggest that “The competencies essential to strong performance in the new work environment are best developed through on-the-job experience with a single company over time.”
What can your small or mid-sized organization due to develop at least part of your staff into high performers by focusing on these skill sets?
Read the full report at:
Identifying and Enabling the New High Performer
Image courtesy of chanpipat at FreeDigitalPhotos.net
