| You’ve cut cost to the bone. Everybody is overworked. You still need to do more with less… |
Are you feeling a need to find performance improvement opportunities, for the people you lead and for business results?
You have to take a close look at the performance you’re getting from your team or larger organization versus what you could be holding in your hands.
You know the performance you’re actually getting. The BIG question is what could it be?
To answer this question, get subjective. Start with the way things “feel” to you. This “feeling” is more than simply a feeling because it is based on all that you know, from piles of data you’ve seen, to things that your intuition has revealed.
Try quantifying your feelings, your intuition, and your hunches about the kind of performance you could be getting.
A female executive got her classical training from a big name MBA program. Top notch business executives, they said, always relied on information when making the big decisions. Data, analysis, logic, these were the tools for executive decision making. For years she ignored her intuition, never factoring it into the decisions she made.
Then one day she said, “This is stupid. Everybody has a gift for sensing, for feeling what is, for what ought to be. Our intuition is the sum total of all of the data we’ve seen, of all of our observations, of all we have perceived, consciously and unconsciously. To ignore this invaluable input just doesn’t make sense. So I will never ignore it again.”
If you want to follow her advice as you search for performance improvement opportunities, here are a few questions you might ask. You’ll see that there is no hard data available to answer questions like these. So respond based on the way you feel. Listen to your intuition.
Are all of your high performers likely to stay, rather than leave?
Is everybody performing up to their potential?
What percent of your people could improve performance, if they wanted to?
Are all of your high performers likely to stay, rather than leave?
Is everybody performing up to their potential?
What percent of your people could improve performance, if they wanted to?
Your responses to questions like these make more sense if you can quantify your feelings.
This is easy to do. Just convert these and other questions into statements that can be rated using simple rating scales.
Here are some examples:
Regarding those in the organization (team) I lead:
| 0 Extremely Disagree 1 2 3 4 5 Not sure 6 7 8 9 10 Extremely Agree |
| 1. All of my high performers are likely to stay rather than leave. |
| 2. Everybody is performing up to their potential. |
| 3. 80% could improve their performance, if they wanted to. |
We’ve done just this with People = Profitability, our performance improvement assessment.
All you have to do is rate seventeen statements using a 10-point rating scale. It takes less than 5 minutes.
It’s simple, quick, and free. We’ve also included a complimentary bonus – a 30 minute follow up organizational strategy discussion with Martha Forlines!
And you start getting a clear picture of exactly where your performance improvement opportunities are, for your team, or larger organization—opportunities to improve individual performance and business results.
To complete the People = Profitability assessment, click here
For more information about who we are and what we do, check out our website: www.beliefsysteminstitute.com
Share this…with your colleagues, peers, employees and your boss.
