An organization that excels in their business is a result of its Leaders’ conscientious efforts in building a high-performance-driven culture. Each successful organization strives for good to great performance every day.
Efficient leaders will seek to create a culture in which business strategies will adapt with changes in business patterns which in turn will drive changes in the operational behaviours of managers and employees. Hence, performance-driven culture is deep rooted at all levels in the organization.
Creating a performance-driven culture requires a systematic approach to managing the performance of organizations, team and individuals. While leaders are the defining elements of that approach, they are not the only elements.
As a continuous measure to ensure high performance-driven culture, the crux of business success is the performance of individual, team and total organization. The tools that organization uses ie. performance management, performance planning and appraisals are theoretically good, however, in reality the focus is too much on them being a report card. They focus too much on weaknesses and gaps and provide little for learning and drown everyone in documenting things, often at the end of the year.
What’s to be done is the ability to bring about desired behaviour change to create a performance culture and core process for effecting such change includes:
Deal with Performance Management holistically, connect the “What’s” and “How’s”, the strategic and operational, at all levels in the organization.
Make the appraisal an integral part of the performance and development system and remove the traditional performance appraisal system which drains time, energy and does not produce the results.
Change the appraisal process by setting expectations, ongoing feedback, coaching, recognition & reward and professional development training
Importantly, focus on the strengths of each individual and leverage on it, discover what is unique about each staff in the organization.
Managerial performance will be improved and enable participants to implement effective performance management with defined and detailed KPIs as an organisation’s culture with the introduction of C.O.C.A Model.
Add value to the department and the organization as clear expectations are shared via feedback session – Sandwich Model.
Behaviour will be aligned to the Organization’s Vision, Mission and Core Values, including Leadership Competencies.
A greater understanding of how to make a performance appraisal a positive and motivating influence
Enable employees to apply best practice in discipline and performance improvement planning
Inculcate coaching through asking powerful questions and giving feedback that create self-awareness and drive performance.
METHODOLOGY
Workshop style, adult learning, group discussion, simulation, games and group presentation
