PERFROMANCE MANAGEMENT

“People don’t change that much, so don’t waste your time trying to rewire them or put in what was left out. Instead, spend your time trying to draw out what was left in. When it comes to getting the best performance out of people, the most efficient route is to revel in their strengths, not to focus on their weaknesses.”

Marcus Buckingham & Donald O. Clifton

Now, Discover Your Strengths

Most organizations spend most of their energies on focusing on the past -- past behaviors that led to past performance. Instead, they should be focusing their energies on future performance and the behaviors that will be needed to achieve the organization's Vision. This means that you can't rely on the old programs that create this misguided focus, and install a new process that focuses on strengths and talents and performance that is linked to the Goals of the organization.

There are some key programs that have to be done away with in order to achieve high performance. The first is the archaic performance appraisal. It is clear that this document and approach as practiced by most organizations only focuses on the past and primarily is about "fixing" employees. This approach neither enhances performance for the future, nor engages the employee.

Instead, we advocate the following:

Create an Emotional Connection between the employee and the Vision, especially the Goals, of the organization. Help them understand that what they do does impact on the success of the organization.
Provide them with a Purpose-based Position Description; one that doesn't focus on tasks or competencies, but rather one that focuses on Roles, Responsibilities, and Results.
Results must be objective and measurable, and should be provided in as close to real-time as possible.
The Purpose-based Position Description should include a Role Behavior Analysis™ for each Role of the position.
Help each employee discover their strengths and talents. According to Gallup, talents are "a recurring pattern of thought, feeling or behavior that can be productively applied." We recommend that the DiSC^® Behavioral Management System be used to help them discover these strengths and talents (click here to review a basic report and an advanced report).
Managers become Leaders by moving from being a director and controller (Other-Directed) to a coach and mentor (Self-Directed). See our models on Leadership and Personal Responsibility for more information on this.
Managers can utilize a variety of DiSC^® Tools to help with coaching, including the the DiSC^® Management Action Planner™ and the coaching questions available from the PPS to RBA Comparison Report.

Resource Development Systems, LLC has the tools and expertise to help you create the customized performance management system that will drive bottom-line performance in your organization. Contact us for more information or continue browsing through our web site to learn more.

Our Performance Management approach is based in part on the research provided by The Gallup Organization. Click here to read an article that supports our approach on Performance Management.

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Last Modified: 25 February 2008