By Anthony Marchese, April 20, 2021
Most organizations do a great job developing strategy and working with divisions and departments to cascade goals to employees. Yet, the vast majority of supervisors seek support to help employees translate their goals into actionable results.
In many instances, the ability of an employee to successfully meet her goals requires learning new information, developing new or enhancing existing expertise, and having a mechanism in place to track her progress.
Opportunities for professional development and career advancement remain a primary driver in choosing and staying with an employer. Employees seek a work environment that is committed to their growth. They also want an environment that helps them develop a measurable strategy to reach their desired destination.
According to recent Gallup studies, 50 percent of employees do not know what is expected of them on a day-to-day basis. More than 70 percent report not having mastered the necessary skills to successfully do their job. We can do a better job preparing our supervisors!
The Performance Equation© considers the multidimensional nature of human performance. Performance is driven by the role Meaning, Mindset, Mastery, Malleability, and Measurement play in helping:
- Assess one’s current state
- Plot one’s desired state.
- And develop a strategy with measurable goals to ensure that clarity, competency, and capacity exists to effectively execute job responsibilities.
Employees can execute their jobs when they have a clear awareness of expectations, and either have the necessary skills or are in the process of developing them. It’s also critical that the capacity for continual learning is present to ensure ongoing relevancy.
Learn the Performance Equation© to:
- Equip leaders with tools to better understand what matters most to employees and how to align the mission and values of the so employees know how they fit into the “bigger picture.”
- Examine the intimate relationship between one’s mindset and behavior. Mindset drives how individuals respond to performance feedback, confront difficult situations, handle ambiguity, respond to failure, and take on new tasks.
- Integrate the latest research-based practices in adult learning, neuroscience, and human motivation theory to help supervisors understand how to assess current capabilities and what to do to help support growth.
- Embrace the fact that diverse teams are better teams. However, without an inclusive, non-threatening approach to understand, celebrate, discuss, develop, and leverage behavioral differences, teams are likely to encounter greater misunderstanding, poor collaboration, and be impaired due to crippling conflict.
- Establish a clear understanding of where one is currently in their career or skill development and introduce a path forward creating goals that are driven by experiences that are proven to be most impactful.
I’ll be presenting the virtual training The Performance Equation: Providing Feedback That Makes a Difference on May 27 from 12:30-4 pm.
I hope to see you there. Info@FELTG.com