|
|
 |
| |
|
|
| |
Can
you really change levels of performance? The answer is a clear
YES.
.
The real question is whether you can make change stick.
.
Often, Performance Development is part of an overhaul
of selected business practices that is suggested by an Organization
Assessment.
.
While there are numerous ways to address Performance Development
(involving Coaching, Strategy & Initiatives, Teamwork, etc.)
the general practice is to follow these steps:
.
1. Discover potential performance-levels
.
2. Determine what may be constraining performance
.
3. Plan a comprehensive course of action (rather than
attack it scattershot and “hope something works”).
This plan would structure directional control, motivations and
behavioral feedback to achieve the desired results
.
4. Assure that there are reward and reinforcement mechanisms
(consistent with organizational values) to continue to motivate
the new levels of performance
.
5. Monitor performance, and tweak the plan to re-motivate as
needed. (Sounds like shampoo: “Wash, Rinse. Repeat.”)
.
ANOVA> can help you take a clear look at the performance
of your group, and help you sequence a comprehensive
process to ratchet-it up to new levels.
.
In most cases, performance is constrained by existing practices
(or even cultural attributes) that once made sense, but no longer
fit the performance-needs in the current scenario. We help you
understand those constraints, and figure out ways to reduce
or eliminate them.
.
We’ll also help you put in place rational reward and reinforcement
processes that really fit your organization’s needs to
drive results.
.
It may seem complicated at times, and you may question if it’s
worth it, but in the end you’ll have a more efficient
and effective (read “profitable”) process
to achieve the results you need.
.
|
|
|
| |
" |
To improve is to change;
to be perfect is to change often.”
.
— Winston Churchill |
|
|
