How to Get Real Performance Out of Your Performance Management

Jan 30

Image by Scott Maxwell

Yesterday, we talked about the most common way larger organizations set about the performance management and how it demotivates rather than focuses on success.  Today we’re going to talk about how you as a leader can be that Calibrator of Accountability and Responsibility™ (by Legacy Leadership), and create meaningful and motivating objectives in your organization.

The first thing to do is to hire a third party facilitator.  I don’t say this just because I provide this service. I say this because when someone in a position of power is leading the meeting it can shut ideas down.  People don’t necessarily realize that their desire to please may be overcoming their independent thought.  And, that independent thought and collaboration is part of what will get you better ideas and more ownership.

The other advantage of hiring in a *trained* third party neutral observer and process police is that we ensure that the whole group gets involved.  We use creative exercises for innovation, help the group build on ideas, and keep the group on task.  We use a proven, well-defined process which is both efficient and results in well-conceived goals worth achieving.

With me, the end results are a single-page, simple to explain strategy (as opposed to the 1″ thick binder collecting dust on the shelf) and an action plan for *every manager* that she or he helped to create and owns.  Everyone from the bottom up understands what their role is in the coming year, and any conflicts over roles and responsibilities are resolved in the facilitated sessions.   My clients proudly display their plans in their offices and cubes and they refer to them during the course of the day.  Some have gone so far as to frame them.

A side benefit is that action plans at the manager level lay the groundwork for performance plans that are naturally aligned with the strategy to be accomplished.  As an added bonus, these face to face management meetings do more than set the agenda for the year; they build communities of people who are working to achieve the same vision and goals.  Your strategy session doubles as a mini team build.

In a tight economy, organizations have a hard time justifying the expense of face to face collaboration and full time faciliatators for the week.  Many have the danger of backsliding into the top down, objectives by email approach.  This has the potential to be more expensive in lost focus, opportunity, accountability and productivity.

It doesn’t have to be this way.  Many facilitators like me have telephone and web-based processes to achieve a similar level of collaboration and commitment.  We can be hired on an hourly bases and using these technologies, travel is all but eliminated.  For those of you who’ve never had an integrated vision, mission, strategy, goals, and action plan, this might be a good entry point for you.

So, where are you with your strategic plan and goal setting?

I invite you to set up a meeting with me so that you can create something new, better and more motivating with your teams.  I also invite you to sign up for your FREE Daily Leadership Coach so that you can focus on improving your leadership skills every day.

Carolann Jacobs – Brain based Coach

p.s. – Join the discussion by posting your comment below.

Tags: Action Coach, Brain-based Coaching, business coach, Carolann Jacobs, coach, coaching, Extraordinary Results, facilitation, Increased Productivity, Inimitable Leadership, Inspired Workplace, Leadership, Legacy Leadership, Neuroleadership, neuroscience, performance, performance management, Plasticity