A New CultureClarity

Culture of Development

Managers are Coaches• Staff Abilities, details of work

* Do the work better, with better skills– Don’t just look at numbers

Learn from experience* day to day work is structured for learning* Mistakes always happen, to be learned from

Focused on Process, Inputs rather tan outcomes• First abilities, second quality of work

* good sustainable results

Evaluate Individual

Talent, profile• Quality recruitment

Commitment• Want to be successful, • Long-term interest, pursue a career in FINCA

Effort• Put in physical effort (8 hours a day, without distractions,

detours)

Abilities• Each role has required set

Evaluate Quality of Work

Can not just see outcomes• Management must see detail of work first

* See positive outcomes in quality work

Compliance* Established best practices, not for interpretation

– Might contribute to best practices, but must always follow

Paid for Quality of Work* Sustainable results, hard to see in the short-term

numbers

FINCA (we) Must Communicate

What? • What should I do?

How? • How should I do it?

Why? • Why do you do it this way?

* Concepts, long-term outcomes, our reasoning behind the “what” and “how”

* Not easily understood at junior level, thus focus on compliance with what and how,

Most Important Communication

What do I get? • Compensation now

How am I evaluated?• Criteria for change in compensation• Determination of levels of responsibility, compensation

Where am I now? • Abilities, competency for current role

Where am I in the future? • Abilities, competency for future roles

* Career plan

Incentive Systems

Also communicate, loudly• Tell the “what”

* Not much emphasis on the “how”

Punish• Non-desired short-term outcomes

* Thus better focus on short-term outcomes? • Pushes too much responsibility to LO for outcomes

Teach Instability, Short-term Emphasis• Hard to focus on abilities for 5 year path when worried

about paying monthly bills…

Without Incentive Systems

Singlular source of communication on the “what” and “how”• What to do and how to do it comes from management

* Quality, best practices, long-term focus

Shared responsibility for outcomes• All staff evaluated for relevant capabilities

* Level of effort, commitment• Learn from experience

Coaching• If results are not there, figure out why and help them

* Managers must also have relevant capabilities– Not bosses, but leaders, coaches