Let’s pick up on the point about people’s potential.
The mathematical equation (first developed by Timothy Gallwey of Inner Game fame) for performance is
Performance = Potential – Interference.
Generally speaking, between Human Resources and Line Management, you know how to identify what you are looking for in a person when you recruit. If you follow the right steps and processes, you will hire people who you believe have the potential to do the job.
When recruiting I would suggest a focus on analyzing three things;
their capabilities and attributes, in line with what you believe is required for the job,
their personal values, for it has been show that when there is a good match between an individuals personal values and the company values, you are more likely to have a sound basis for a long lasting relationship.
Thirdly, their motivation. For with the right training and guidance, I believe that anyone can learn to do something that they really want to do.
So, you now have a motivated employee with the potential to do the job well.
And a few months down the line, Performance is not where you need it to be.
Remember I said Potential cannot diminish? So if they had the potential when you hired them; and performance is not where you require it, there must be some interference that has crept in.
Your job as a Leader is to identify what the Interference is, and remove it.
When you do Potential has nothing to hold it back, and the required Performance will be the result.
The next step is the one many managers dislike and shy away from, or handle very badly, with often negative results; Giving feedback on the lack of performance;
Stay with us for more articles as we will look at feedback and how to make Performance Management a One Time conversation, that you need not fear.
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