Performance Leadership- On Becoming Great!
Category : Blog
Last week I implemented a “Performance Leadership” process at a client. It took me 13 months to do it.
First let me describe what I did. Most people call what I did performance management. Set up a system to evaluate people against standards and award pay or bonus based on how they did. As you’ll recall from previous posts management is defined as: “getting things done through people.” Management is what we all do day to day. We get stuff done and we employ people, assign them tasks, and they do them. This is management. Leadership is a different animal. Leadership is about a destination. With people, leadership has to do with developing their potential in the context of their job. Since potential is unrealized, they aren’t “there” yet, it is a destination! This makes developing your people a leadership outcome, not a management outcome. So performance leadership is an Holistic process of Leadership that goes way beyond the standard “performance management” paradigm. Now don’t get me wrong, your spend a huge amount of time managing- “getting things done through people”. But unless you also Lead performance and help them grow, you are essentially falling further behind every day.
The thing that is quite important about this performance leadership process is that it began 13 months ago and followed this development process:
- Selection– Finding the RIGHT people
- Training– On-board people using a specific OUTCOME BASED job descriptions
- Coaching– Incrementally assigning work every day that asks people to improve in ONE thing.
- Leadership- being a catalyst for growth in people.
- Motivation– creating an environment where people choose to do what you want them to do.
- Redirecting Poor Performance– changing minds to change behavior
- Performance Review and Development– OUTCOME BASED Assessments, and Core Competencies from the Values- that lead people to grow.
Each of these components is part of what I call “The Management Series” a tool belt for managing and leading people.
When managers manage and lead with these skills in play, performance development is an OUTCOME and people succeed. Performance Leadership is the key point. If we manage well and lead people, we empower them, and fulfill their potential. If people fulfill their potential at work and they apply it everyday, thee benefit t your company is obvious.