Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.
-
Upload
oliver-powers -
Category
Documents
-
view
216 -
download
0
Transcript of Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.
![Page 1: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/1.jpg)
Chapter 6: Principle 4
Assessing your Team
High/Medium/Low
LDI2
![Page 2: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/2.jpg)
Today’s Goals…
Understand WHY we have HML conversations
Understand how to identify HML performance
Learn to have effective mentoring/coaching
Th
e M
cNai
r G
rou
p
![Page 3: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/3.jpg)
It’s difficult
to juggle all that we’re asked
to handle
Goals Students/Patients
Tasks
![Page 4: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/4.jpg)
Th
e M
cNai
r G
rou
p
Students/Patients
TasksGoals
People’s Personalities
![Page 5: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/5.jpg)
Definition Of High, Middle and Definition Of High, Middle and Low PerformersLow Performers
HH• Come to work on time• Good attitude• Problem solve• You relax when you know they are on the job• Good influence• Use for peer interview
M
•Good employees • Need a little development• Make or break your workforce• Behave like high performers, but not as consistently
L• Negative influence• Take up lots of time• Refuse to adapt to change• Can appear as informal leader
![Page 6: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/6.jpg)
Movement of H-M-L Movement of H-M-L Performers Performers
M
H
L
H
M
L
Gap is uncomfortable
H
M
Gap is intolerable
L
EX
CELLEN
CE
![Page 7: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/7.jpg)
Goal: Move The Entire Goal: Move The Entire Performance CurvePerformance Curve
HML
![Page 8: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/8.jpg)
Wild guess – what % of the team in your area would
you say is HIGH performing?
0% 0% 0%0%0%0%
1. Less than 5%2. 6 – 10%3. 11 – 20%4. 21 – 40%5. 41 – 60%6. Over 61%
![Page 9: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/9.jpg)
Wild guess – what % of the team in your area would
you say is HIGH performing?
10%
29%
10%
6%
19%
26%1. Less than 5%2. 6 – 10%3. 11 – 20%4. 21 – 40%5. 41 – 60%6. Over 61%
![Page 10: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/10.jpg)
How would you honestly rate your performance?
HIG
H
Medium
Low
50%
3%
47%
1.1. HIGHHIGH
2.2. MediumMedium
3.3. LowLow
![Page 11: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/11.jpg)
How does your area match?How does your area match?Usual percent breakdown of HML staff: High: 30% Middle: 60% Low: 10%
– 75% of LPs move to MPs after having HML conversation
– 25% of LPs leave the organization
![Page 12: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/12.jpg)
So why do we So why do we need this?need this?
![Page 13: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/13.jpg)
Some are Some are COMFORTABLECOMFORTABLE
with with where where
things are things are now…now…
![Page 14: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/14.jpg)
10.3% 15.9%
73.8%
0.0%10.0%20.0%30.0%40.0%50.0%60.0%70.0%80.0%
1 2 3
Leader Evaluation Results
Meets Exceeds Substantially
Yet only 2 of 10 Key Performance Yet only 2 of 10 Key Performance Indicators were met!Indicators were met!
Prior to MUSC ExcellencePrior to MUSC Excellence
![Page 15: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/15.jpg)
12%
16%
41.0%
20.0%
4.0%
0%
10%
20%
30%
40%
50%
60%
70%
80%
Leader Evaluation Results
< 1.99 2.0-2.74 2.75-3.74 3.75-4.4 < 4.4
Impact after MUSC Excellence
![Page 16: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/16.jpg)
Most tend to take High Performers for granted
“According to a new study by Leadership IQ, almost 1 in 2 high performers are actively looking for other jobs
(they’re posting and submitting resumes, and even going on interviews).
![Page 17: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/17.jpg)
Ignore negative behavior and it will increase
Ignore positive behavior and it will decrease
Performance-based Performance-based LeadershipLeadership
![Page 18: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/18.jpg)
Impact of Low PerformersImpact of Low Performers
They Make Us:
ExhaustedFrustrated
De-motivatedEmbarrassed
They Make Our Co-workers
& Customers:
AngryComplaining
Non-supportive
…Go elsewhere
![Page 19: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/19.jpg)
What is your primary reason for putting off LOW performance
coaching?
17%
20%
20%
43%
Not easy for me t... I feel like he/sh... I’m expecting him... Other
1. Not easy for me to be the bad guy
2. I feel like he/she is trying/making an effort
3. I’m expecting him/her to be defensive
4. Other
![Page 20: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/20.jpg)
Stop a “No, But’s” Culture
“ But they are good at their job”
“But they’re really making an effort”
“ But I need them right now!”
BUT…BUT…BUT…BUT…
![Page 21: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/21.jpg)
• DefineDefine
• IdentifyIdentify
• CoachCoach
• Take ActionTake Action
Four ComponentsFour Components
Use Use
90-90-
Day Day
Plans!Plans!
![Page 22: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/22.jpg)
#1 Define
Four ComponentsFour Components
What is
What is
High High
Perform
ance
Perform
ance
??
![Page 23: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/23.jpg)
#2 Identify
Four ComponentsFour Components
Utilize
Utilize
your your
definition
definition
ss
![Page 24: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/24.jpg)
IDENTIFYIDENTIFY
Complet
Complet
e e
Tracking
Tracking
LogLog
![Page 25: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/25.jpg)
#3 Coach
Four ComponentsFour Components
Learning
Learning
effective
effective
coachin
coachin
gg
![Page 26: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/26.jpg)
Mixed Signals
![Page 27: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/27.jpg)
Feedback Styles
YOU The Receiver
![Page 28: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/28.jpg)
Feedback Styles … too much at once
![Page 29: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/29.jpg)
Feedback
Styles
… coddlers
![Page 30: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/30.jpg)
The Principles of The Principles of Effective CommunicationEffective Communication
1. Focus on the ideal that you want, not on the person that’s not doing it.
2. Maintain the self-esteem of others. Use “I” language…Avoid “You” and “But”
3. Discuss specifics to make things better T
he
McN
air
Gro
up
![Page 31: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/31.jpg)
Rule of Thumb
It shouldn’t take you any longer than 30 seconds to state the reason for your feedback (and then ask a question)
If it does, you are talking too much, or you
are trying to cover too many things.
Th
e M
cNai
r G
rou
p
![Page 32: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/32.jpg)
Feedback Steps… D E S D E S KK
1. Describe the ideal behavior you seek, and
share your specific observations. End with a
question of how they see things.
2. Explain the impact of their behavior.
3. Show/Tell exactly what needs to be done.
4. Know the consequences if changes do not
occur.
Th
e M
cNai
r G
rou
p
![Page 33: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/33.jpg)
Effective CoachingEffective Coaching
Review
Review
Skill Skill
Practice
Practice
SheetSheet
USING KEY
WORDS!
![Page 34: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/34.jpg)
#4 Take Action
Four ComponentsFour Components
• Talk to HR
Talk to HR
• Follow 90-
Follow 90-
day Plan
day Plan
• Set goals
Set goals
![Page 35: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/35.jpg)
Develop the Skill to Talk with LOW Performers
Get support - talk with someone
Use Human Resources
Role-play before actual discussion
Keep in mind the damage LPs do
Envision how it will be without them
![Page 36: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/36.jpg)
How prepared are you to begin coaching HML?
18%
18%
52%
13%
Very comfo... Pretty good Need to pr... Need more ...
1. Very comfortable
2. Pretty good
3. Need to practice,
but have the tools
4. Need more training
![Page 37: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/37.jpg)
Practice, Practice, Practice, Practice, PracticePractice
Role PlayingRole Playing
Divide into teams of three: Divide into teams of three:
Mgr & Employee and ObserverMgr & Employee and Observer
Rotate the rolesRotate the roles
Th
e M
cNai
r G
rou
p
![Page 38: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/38.jpg)
Concurrent Sessions
1. Rounding
2. Measurements
3. Putting MUSC Excellence into
our Context
4. More HML Coaching
Th
e M
cNai
r G
rou
p
![Page 39: Chapter 6: Principle 4 Assessing your Team High/Medium/Low LDI2.](https://reader036.fdocuments.in/reader036/viewer/2022062516/56649e605503460f94b5b9d1/html5/thumbnails/39.jpg)
Linkage Grid
&
Evaluations