Wednesday, August 30, 2006

I Just Love "Performance Management"

As an emotional, excitable Type A Aries, my heart just flutters when I read articles like this.

I had no idea that the "corporate world" was struggling with how to get people excited about doing their jobs well. I spent months wondering if anyone would care about "The Excitement Program" my Team Leadership Game that rapidly creates extraordinary business teams.

According to this article I'm a Genius. Cool....

You Could Be A Genius...If Only You Had A Good System

Performance management is one of those many management issues (leadership is another) that becomes more puzzling the more you look at it. At first sight it seems evident that teams and individuals should be managed to produce good performance. But that doesn't make it effective or easy. A recent report by the Work Foundation notes that despite intensive attention from academics and practitioners over the last two decades, for many organisations performance management remains a vexed subject with a 'grail-type quality' always out of reach. more...

It is not difficult to see where the "vexed subject" challenges people. Most businesses are so overburdened with a Human Relations department justifying its existence, continual upgrading of software that most often tells them what they already know, and a never-ending focus on more and more layers of management who are also often justifying their existence.

You want to learn how to motivate performance? Get the largest group of frontline team leaders you can squeeze into a room, tell them you want to lead your industry, tell hem you want to do it the right way, and you want to know how they will do it. Tell them you don't expect to get all the answers in this meeting, but you want to know what they think being the leader would mean to the company and how do you start the process.

Then invest in a copy of "The Enthusiastic Employee" for all of them. Send it to them three days later without any explanation (or warning) and see who brings it up.

You want to do The Performance Management Game? It takes a system, which takes getting their attention.

You get what you emphasize. Talk abou excellence ALL THE TIME and you'll get the ball rolling.

The biggest Big Hairy Audacious Goal of them all is to concentrate on becoming the very best. It elimates acceptance of OK, fine, good, etc. as a response to individual and organizational performance.

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