Archive for Performance Improvement System

Lessons Learned or NOT?

Do you ever have something happen and think, damn, I thought I had learned that lesson??

Well, it just happened.

I wrote a great article.  The computer, coughed and the article (unsaved) was gone!!

I searched for it.  Not recovered.

My mind, well, the article is there, but not nearly as good as the first.

I’ve learned this lesson before.  Actually, several times.  I know that as soon as I create a document, I need to save it.  I also know, I should look at every document that is in the recovered documents folder before I delete them.
Well, there you go.  Gone.

Have you learned this lesson?  I know I have.  But somehow the old habit remains.  I continue to create documents and write without saving.  I teach this lesson to my kids.  Because it has happened to them with homework.

SAVE.  That is the lesson!  LEARN once and practice the learning.

What lessons have you learned?  What makes the lesson stick?  what gets in the way of learning it for good?

EnVision 2016

When You Fail To Envision the future…. can you really take the right actions to get you there?

summitVision + Action = Results

I have been a long time believer in vision.  Not so much in the law of attraction working on its own, but I do believe that without a clear vision, it makes it hard to create the right strategic plan to get you to that vision.

I found that when I biked across the country. It was the strong vision of biking across the country that gave me the direction for creating a bike route and a plan.  If I just set out to bike for 6 months I could have stayed home and ridden with the bike club in circles — round and round.

That clear vision allowed me to create a strategic plan that we focused on implementing.  The results — a route across the country, places to stay each night, 10 service project locations across the country and lots of places to visit and see.

I use this as a metaphor for business.  In business, your vision is what drives you.  Sharing that vision, expanding the vision all contribute to your ability to create strategies for success.

When the vision is unclear or non existent it is hard to really grow your business.  You can perhaps keep it going on a day to day — riding in circles fashion.  But to really grow you have to be aiming at something — clear and compelling.

That vision drives your actions.

Each year, I take some time to look at my vision, to review it and refine it and create that new strategic plan for the upcoming year!

It isn’t about New Year’s resolutions.  It is about — a clear and compelling vision for the future.

I offer a complimentary webinar each year for my contacts as well — called EnVision 2016.  It is usually fun…

Bring your colored markers, paper, pen and enthusiasm and take an hour to create your vision for 2o16.

Register HERE

Leadership Radio: Yikes! Performance Appraisals

Are you dreading performance appraisals?

Listen to today’s show to learn important strategies for building a coaching environment in your organization.  Coaching staff can improve overall business results, staff performance and team performance.  When managers learn to coach their staff, business results change.

Listen to internet radio with Compass Rose Leadership on Blog Talk Radio

Are You Dreading Year End Performance Appraisals?

Employee Performance Appraisals Can Be Positive and Effective!

Do you  sit in your office dreading the conversation with employees around performance an their annual performance appraisal?

Do you wish the performance appraisal would just be over with?

Have you ever procrastinated the employee performance appraisal so long it was almost the next year?

These are just a few of the comments we hear from managers and business leaders about the annual employee performance appraisal.  Many feel the same about their own, personal performance appraisal and dread it equally.  What makes them so difficult?

It’s the direct conversation with another person that makes it hard, AND the fact that the conversation has NOT been ongoing.  When the performance appraisal is used as an effective tool for enhancing employee performance improvement the conversation is happening throughout the year and the employee and the supervisor are both engaged and committed to the plan.

Shifting to a performance improvement system that is positive, focused on producing results and success shifts the entire year end experience.  In addition, the workplace culture shifts to one of results oriented and skill mastery.  Employees are engaged in the top goals for success and they know that they have the support of their managers and team.

What does it take to make this shift?

First, it takes a new paradigm — one that is focused and positive.

The manager has to make the first shift.

The next step is to use a planning process that engages the employee.  We use the Best Year Yet® system of transformation.  It is a powerful system of moving employees into a results focused paradigm and taking a moment to look at their limiting beliefs as well.  By doing this the manager can help them to overcome limitations and be successful.  The plan sets the top goals for the employee for the year, in collaboration with the manager or leader.  The plan is simple and focused.

The plan is then reviewed with the employee each month.  It is not the manager leading the conversation but rather the employee.  The employee comes to the meeting prepared to discuss their goals and how they did on each goal for the previous month.  Using an online system for tracking goals, employees actually login into their plan and SCORE their goals.  This is a powerful shift in how appraisals are done.  It is empowering to employees and more fully engages them in the plan and its outcomes.  It is not a plan that has been handed to them and is negatively focused, it is a plan that they have developed to create their “best year yet”, and as a result the company results are improved.

When managers are engaged with employees then they are more clued into what is interfering with success. They are having regular conversations with staff and know what is happening through out their area of responsibility.  In addition, they know just how their team is performing.

When it comes time to review the plan again at year end the experience is no longer dreaded but is anticipated with enthusiasm.  Relationships between managers and employees are shifted to collaborative rather than controlling and confrontational.

Workplaces that develop a system of performance improvement see greater team work, greater company results and more collaborative behavior on their team.

To learn more about creating a positive performance improvement system in your workplace schedule a strategic leadership call.