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Performance Management
One of the most difficult tasks leaders have is to talk to followers about changing performance behavior. The biggest mistake you can make is to wing it. However, that is often what we try to do. To make a performance intervention successfully, you need to feel confident you know what you want to confront, how you want to say it, and how the individual will respond, or do you just happen into the situation, and it seems like the perfect time to broach the subject.
If you have my batting record, those work about 5% of the time. That’s right; they rarely, if ever, work.
Isn’t it time to invest in a simple and powerful tool for outlining performance conversations that succeed? How much time, money, and pain can you save with a model that works? Isn’t it worth the risk to give it a try instead of risking yet another failed performance intervention.
Goal Setting
Writing a goal down increases the potential for achieving that goal substantially. That is why businesses believe and invest in strategic plans. Corporations structure performance appraisal systems that anchor personal goals, again, written down, to milestones and benchmarks the company wants to accomplish.
This is then reinforced with the power of appreciation, gratitude, and affirmations. Saying so makes us go. Ever watch an Olympic athlete visualizing their race or talking to themselves through their dive. If it works for them, why can’t it work for you?