performance mgmt and motivation. f linch 22.04.13
TRANSCRIPT
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Coaching for Success
Felicia Linch
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Company Confidential – no elements of this presentation may be reproduced without the express permission of Kitch Consulting.
Why is performance management important?
‘Poor work ethic in the national labour force’ was ranked as the 6th most problematic factor for doing business in Jamaica.
Source: Global Competitiveness Report 2012/2013, World Economic Forum
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Company Confidential – no elements of this presentation may be reproduced without the express permission of Kitch Consulting.
Unclear performance
criteria and/or objectives
Insufficient preparation, by both people managers &
colleague
Poor quality of performance conversations:
• Dialogue top down •Little developmental focus
•Lack of agreement *
Subjective and/or
inaccurate rating tool*
‘Horns’ and ‘Halos’ effect
Lack of continuous feedback
Lack of transparency
regarding criteria for reward
Failure to translate organisational objectives into
individual objectives
Employees re-actions: ability to accept rating and action feedback *
Perception that system
unfair *
Contextual Factors, i.e. inhibiting
culture
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1. Clear and agreed objectives
2. Quality performance conversations
3. Rating Accuracy
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Company Confidential – no elements of this presentation may be reproduced without the express permission of Kitch Consulting.
Coaching for Success
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Do you:
•Prepare for the meeting and give the
employee advance notice of your ratings
•Give clear evidence to support rating
•Give ‘constructive feedback’
•Explore the options- letting the employee take ownership
• Agree a plan of action and a follow-up process
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“A conversation is a dialogue, not a monologue. That's why there are
so few good conversations…”
Truman Capote
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Differentiation
• Coaching – Healthy People, forward looking
• Coaching – Not an expert, provides perspective
• Coaching – Not an expert, knows the right questions to ask
• Counseling – hurting people, looks to the past
• Mentoring – expert, teaching how to do it
• Consulting – expert , knows the right answers
Definition
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1. Coaching is a Transformational Conversation
2. Coaching is a Transparent Relationship.
3. Coaching is a Support System for Change
4. Coaching is Continuous Leadership Development
Source: LifeForming Leadership Coaching
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A useful coaching conversation model.
Goals – The Agenda for the discussion
Reality – The Current Reality of the situation
Options – The possible solutions
Will – The commitment to action steps
Developed by Sir John Whitmore, ‘Coaching for Performance’
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To be constructive feedback needs to be
Timely and specific. The B.I.C. formula
can help:
• Behaviour
• Impact
• Consequence
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Is this really necessary?
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Studies show that:
“there is a direct relation between motivation and performance and performance is
dependent on the motivation”.
Singh, Sharma, Prasshar, (2011) ‘Study of Linkage between motivatio0n and performance’ Social Science Research Network
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As long as the tasks involve mechanical skills only , then monetary rewards increase performance
MIT Studies
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BUT where the task involves more than rudimentary cognitive skill:
higher reward = poorer performance
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• Autonomy
• Mastery
• Purpose
Daniel H. Pink (2011)‘Drive: the surprising truth about what motivates us’
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In your groups think of 2 ways to motivate your team using:
• Autonomy
• Mastery
• Purpose
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Human life will never be understood unless its highest aspirations are taken into account. Growth, self-actualisation, the striving toward health, the quest for identity and autonomy, the yearning for excellence (and other ways of phrasing the striving "upward") must by now be accepted beyond question as a widespread and perhaps universal human tendency.
Abraham Maslow, (1954) Motivation and Personality.