ABOUT THE NLI - ON24event.llnw.on24.com/event/12/47/34/4/rt/1/documents/resourceList... · ABOUT...
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ABOUT THE NLI
Building a new language for leadership since 1998
©2016 NeuroLeadership Institute | 2
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THREE PRACTICES
Performance Diversity Learning Transform performance by
lifting the quality of conversations
Enhance diversity and inclusion by breaking bias
Accelerate and embed new behaviors through brain-
based strategies
©2016 NeuroLeadership Institute | 3
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KILL YOUR RATINGS
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PERFORMANCE MANAGEMENT CONTINUUM
Coach Coaching and development Frequent conversations Shared responsibility Enterprise contribution Minimal paperwork Growth mindset Manageable threat
Performance Scores No Performance Scores
Forced Ranking
Ratings Based on quantitative
results (i.e. 1-5)
Structured
conversations
Guided conversations
From:
Judge Competitive assessment Annual event Top down Individual contribution Significant paperwork Fixed mindset Overwhelming threat
To:
The
line
of
cou
rag
e
©2016 NeuroLeadership Institute | 7
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WHY THIS IS HAPPENING
6 ©2016 NeuroLeadership Institute |
1. Poor return on effort
2. Not keeping up with how work is done today
3. Disengaging many good people
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Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb
5
3-4
2
IMPACT ON ENGAGEMENT
©2015 Eli Lilly and Company | September 8, 2015
Illustrative
Deliver Rating, Pay Adjustment, Bonus
85%
15%
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COMPANIES THAT HAVE MOVED OVER TIME
1 2 2 3
8
13
24
41
55+
2007 2008 2009 2010 2011 2012 2013 2014 2015
Companies who have removed PM ratings
©2016 NeuroLeadership Institute | 8
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REINVENTED PERFORMANCE MANAGEMENT
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EVEN WITH ‘NO RATINGS’, COMPANIES STILL:
10 ©2016 NeuroLeadership Institute |
1. Maintain a pay-for-performance culture
2. Differentiate compensation
3. Track lots of data about people
4. Deal with lowest performers
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THREE ‘MUST DO’S
1. A framework to ensure more regular conversations happen
2. Future focused conversations
3. Good change management (especially manager capability)
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THE HEART OF ‘MANAGER CAPABILITY’
1. Foster a Growth Mindset for continual improvement
2. Minimize Threat to have candid and honest conversations
3. Facilitate Insight for people to positively embrace change
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GROWTH MINDSET
We grow more
when we believe in
change.
Leaders are born or made?
Hoyt, Burnette, & Innella (2012)
Will Power
Job, Dweck, & Walton (2010)
Nature vs. Nurture
Sir Francis Galton (1874)
Tabula Rasa
Aristotle
Neuroplasticity
Bach-y-rita (1969)
Self-efficacy
Bandura (1977) Learned
pessimism/helplessness
Seligman (1990)
Free Will
Vohs and Schooler
(2008)
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Fixed mindset
• We have skills we just can’t get better at
• Effort doesn’t help
• Feedback is dangerous
• Stretch goals are bad
• Other people’s success de-motivates
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Growth mindset
• We can get better at most things
• We can change
• Effort is central
• Feedback is helpful
• Stretch goals are good
• Other people’s success inspires
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The two mindsets
Prove yourself Improve yourself
Look good Get better
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The SCARF® Model
Away
Threat
Toward
Reward
Status
Certainty
Autonomy
Relatedness
Fairness
Rock (2008)
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RATING-LESS REVIEWS: THE PIONEERS
Sector
N = 52
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PHILOSOPHY: RE-BRANDING
“Check-in” “Talent Matters” “Compass” “Performance Acceleration”
“Real Talk, Real Results”
“Success Matters” “My Career” “P2P” (Passport to
Performance) “Connect for
Growth”
“VIP” (Valuing Individual
Performance)
“GPS” (Grow, Perform, Succeed)
“Enabling Your Potential”
“FIT” (Focus, Innovation, Training;
Keeping Fit)
“AIM” (Accelerate, Inspire, Motivate;
AIM for Greatness)
“Performance Enablement”
90% of companies rebranded their performance management process
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DIALOGUE: FREQUENCY
100% increased the recommended frequency of conversations
76%
18%
6% 8%
24%
68%
Annual Bi- or triannual Quarterly or more
Before/after conversation cadence
Before After
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PHILOSOPHY: DOCUMENTATION
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TRENDS: EVALUATION
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Evaluative
EVALUATIVE VERSUS DEVELOPMENTAL
Developmental Belief
Reality Evaluative Developmental
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EVALUATIVE VERSUS DEVELOPMENTAL
Fear
Reality
Developmental Evaluative
Developmental Evaluative
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Phase 1: Philosophy
Phase 2: Quality conversations
Phase 3: Change management
12 STEPS TO CHANGE
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1. Build the business case for change
2. Identify 3 strategic objectives for PM
3. Define the new mindset
4. Rebrand performance management itself
5. Define and brand each element of the cycle
12 STEPS TO CHANGE: PHILOSOPHY
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6. Identify the number of types of conversations
7. Process map “quality conversations”
8. Build simple learning aids
9. Build learning strategies that embed habits
12 STEPS TO CHANGE: QUALITY CONVERSATIONS
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NEUROSCIENCE HELPS IMPROVE LEARNING ITSELF
Only 13% of companies take into account how
we learn when designing learning strategies.
28
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10. Tie into cultural issues
11. Involve wide stake holders
12. Get the timing right
12 STEPS TO CHANGE: CHANGE MANAGEMENT
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IS REENGINEERING PM WORTH IT?
88%
12%
Yes Too Early to Tell No
30 ©2016 NeuroLeadership Institute |
N = 25
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DATA THAT REENGINEERING PM IS WORTH IT
1. Employee feedback via survey
2. Increase in employee engagement
3. Time saved from changing unproductive process
31 ©2016 NeuroLeadership Institute |
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BREAKDOWN OF CHANGES REPORTED
• Conversation Quality • 64% Positive Change
• Employee Engagement • 59% Positive Change
• Conversation Frequency* • 54% Positive Change
32 ©2016 NeuroLeadership Institute |
• Pay Differentiation • 41% Positive Change
• Talent Retention • 19% Positive Change
• Employee Turnover • 17% Positive Change
*Conversation Frequency: 13% (1 company – within year 1) reported seeing negative change
Note: Results displayed range from 50-85% of companies tracking data “No change” indicated if no positive or negative change otherwise shown
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POSITIVE CHANGE BY YEAR OF TRANSFORMATION
• Conversation Quality
• 50% (year 1) 67% (year 2)
• Employee Engagement
• 50% (year 1) 63% (year 2)
• Conversation Frequency*
• 50% (year 1) 50% (year 2)
33 ©2016 NeuroLeadership Institute |
*Conversation Frequency: 13% (1 company – within year 1) reported seeing negative change
Note: Results displayed range from 50-85% of companies tracking data “No change” indicated if no positive or negative change otherwise shown
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WHAT WE RECOMMEND
1. Tackle the project thoughtfully
2. Rebrand the whole process
3. Focus even more on goal setting
4. Define ‘quality conversations’ clearly
5. Track conversations happening and the gist of them
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WHAT WE RECOMMEND
6. Invest in manager capability
7. Keep doing pay for performance, but simplify it
8. Separate comp from development conversations
9. Manage true lowest-level performers differently
10. Increase talent reviews
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REINVENTED PERFORMANCE MANAGEMENT
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