Performance Management: 5 Steps to Stop the Insanity
June 9, 2009
“The definition of insanity is doing the same thing over and over again and expecting different results.”
~Albert Einstein
Stop a second and think. Does this quote apply to the way you lead and manage your direct reports?
Is the “traditional management” method (a.k.a. “my way or the highway”) working for you? Seriously… what are the results this produces? Outcomes I’ve seen mostly include dissatisfied, disengaged and un-empowered employees. Not to mention frustrated, exhausted and overworked managers. Exactly who is this good for?
STOP THE INSANITY!
The “my way or the highway” management technique may work for a time. But for long-term success I say it’s time to try something different. I worked with a group of managers on performance improvement and management issues in which one manager could not understand nor grasp why his direct reports couldn’t just get off the dime and get the work done. He talked a long time about he just wished his team would hurry up and do the work (a.k.a. use his work style), how he couldn’t understand why it took them longer to “get it” (a.k.a. apply his modus operandi), and how frustrated he was that they still couldn’t produce better results under his “management” (a.k.a. why the same ol’ same ol’ wasn’t working). Oy.
The Manager’s True Duty
The primary job of any manager, regardless of which rung you occupy on the company ladder, is to provide your employees with the tools, training and room they need to do their work. Otherwise, why not just go ahead and do it all yourself? Oh, you’re trying to do that now, you say, because you’re afraid it won’t get done correctly? How’s that working for you?
For those managers who are trying to same techniques over and over expecting different results, I challenge you to try these five steps to create a more productive workforce… and less stress for yourself.
1. Set the Bar High & Measure
We will strive for that place where the bar is set. Think about it. When we set goals and expectations high and hold ourselves and our teams accountable, we accomplish more. As a manager, when you continually accept mediocre results as the norm that’s about all your team will produce. Invite your team into the conversation about goals. Be clear about what is expected of them, how you will contribute, how you will measure success. Then do it. Revisit your goals and where that bar is set on a regular basis and don’t be afraid to adjust as necessary. But keep it high and watch new and improved outcomes replace mediocrity.
2. Uncover Hidden Talents
You’ve set the bar, detailed your goals, discussed how success will be measured. But it’s easy to pigeonhole employees based on job descriptions and lists of duties and responsibilities. They may even be highly skilled at doing what the job description says. And traditional management will keep them there as long as the results are, well, OK. What if, just what if, you considered who the right person was for each task based on their natural talents? Eureka, now that’s different! But how do you uncover those talents? For starters, Kolbe Wisdom™ helps us understand how each of us naturally solves problems and takes action. Uncover your employees natural instincts (their unique MO) and put them to work using those innate talents. When you try it, think you might get different results? In fact, I guarantee if you take time to uncover hidden talents and make assignments based on who can accomplish each function most naturally (and efficiently), you will get different — better! — results.
3. Assess Roles
You have your goals, your metrics and now understand who can get the work done most efficiently. Uh oh… you think some people are in the “wrong” roles? Can you ask them to do a different job than what they were hired to do? And you might have to spend time building new job descriptions? Yes, yes and yes. Consider who is the best person to play each role to get the work accomplished most efficiently based on their strengths and talents. When they work against their grain, so to speak, it takes more energy and produced more stress and less-than-best results. Rearrange roles to make the best use of those talents and *poof* you will have more productive, more engaged employees. Yes, it takes a time investment up front. But it will make your job easier in the end. Did you hear that? It will MAKE YOUR JOB EASIER to have the right people in the right roles. How? Because as you put the right people in the right roles, your team will be more productive (get more done), more efficient (more done faster) and more effective (produce better results). Why wouldn’t you try that?
4. Empower Them
Ask them what else they need to get the job done to meet the goal you’ve established together. Then listen… really listen to what they need and work with them and other leaders to give them what they need — training, tools and room to experiment and make mistakes. When you do this you will be creating a culture of empowerment and begin to give decision-making skills and power to employees. Now that IS different.
5. Move It or Lose It
Set the goals, uncover hidden strengths, put the right people in the right roles, give them what they need to get the job done… then GET OUT OF THE WAY. Imagine a day when your direct reports aren’t coming to you to make every single decision no matter how small. Will you be less frustrated, less exhausted? Maybe even more productive yourself?
Seriously, man: stop the insanity! You’ve been banging your head against a wall, losing your mind long engough.
Leadership Lessons From a 5-Yr-Old
June 3, 2009
As a mom, I’m constantly driving my five-and-a-half year-old son to school, hockey, birthday parties, dentist appointments… you know the drill. Truly a labor of love!
And Driving Mr. Daisy recently, he taught a few valuable lessons on leadership.
“Look straight ahead, mommy.”
It is the primary job of any leader, whether your title includes “Officer” or “Assisant,” to provide the vision for your team. Keep your eyes straight ahead on the horizon to where you want the team to go. Continuously reconnect each member of the team and their contributions to their impact on reaching that vision. All this is essential for moving forward. When you get distracted by other cars, accidents, road construction, etc., you’ll swerve off course.
“Both hands on the wheel, mommy.”
In other words, focus on what matters most. There are so many nonessential activities that can and often do take our attention away from what we’re trying to accomplish. If you spend too much time fumbling in your purse to find your cell phone or trying to switch radio stations or making calls or… you might miss your exit and forget where you’re going.
“Mommy, look! Buffalo! Pull over, pull over!”
Yet while we’re keeping our vision foremost in our team’s minds and sticking to what matters most, we can’t forget to keep an eye out for the next best opportunity. Grab it before it passes you by and it’s too late to turn around and go back. But don’t forget to pull over and stop to have that close look.
You still need to be safe.
Don’t Take My Word For It
June 3, 2009
Dear Meredith,
Thanks so much for taking the time to further discuss my Kolbe results. While I’m very happy to be “out of transition”, I’m even more excited to understand my natural strengths.
Our discussions on how my strengths relate to our larger [cross-functional think tank] team and my own team were extremely eye-opening. I love knowing that I no longer need to “assume” or “perceive” people are a certain way from the way they act - rather, I understand they have different natural strengths which are beneficial to making a team successful. Just because someone is quiet and reserved does not mean they are not interested or engaged, they just have a different way of approaching a task.
I immediately shared our discussions and my results with my manager as we are going through a large number of job role changes in the next few weeks. She felt like she better understood who I was and what I needed to be a successful contributor to the team. Our conversation ended with deeper understandings and a renewed sense of excitement for my job. I look forward to our continued discussions during my time with the [cross-functional team]!
Thanks,
Michael A.
Mega Retail Corporation with a long, political approval process for using testimonials from their employees… so we’ll just leave their name out of it…
Do More With Less…No, REALLY!
June 3, 2009
Doing What You Do Best, Every Day
Kolbe Wisdom is a field of study that helps us tap into our natural method of operation. When we do we actually can accomplish more in less time and with less stress. I use the Kolbe A Index assessment with individuals and teams to understand how each person uniquely tackles problem solving and taking action — and after all isn’t that what we all do… every day… all day… especially on the job? — and use that to make them more productive, more efficient and more effective. Kolbe is backed by 30+ years of scientific research and validation, and unlike personality assessments, your Kolbe A results are true for your lifetime.
Bottom Line:
Kolbe identifies your hardwiring and with the help of a Certified Kolbe Consultant — that’s me! — we can develop a path for your team or for you personally for a lifetime of success. Kolbe gives you the freedom to be YOU and as a result do your best work on the job… at home… at play…
Kolbe with Teams
Make the most of every person, every moment, every PENNY. When managers and leaders do the work to put the right people in the right seats and empower them to work from their natural strengths, the team will be more productive, efficient and effective! Oh the stories I can tell…!
Kolbe with Individuals
It’s about doing what you do best every single day. With Kolbe we uncover how you operate which helps us understand the functions of a job you do most naturally (and therefore more efficiently!)… then work to pinpoint what motivates you, that is what does “meaningful work” look like for you personally… and outline the best environment for you to be your most productive, efficient self, including the kinds of partners you need to take on who complement your strengths. It’s career coaching and leadership development based on what you do naturally.
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