chapter 6: principle 4 assessing your team high /middle/ low ldi2
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Chapter 6: Principle 4 Assessing your Team High /Middle/ Low LDI2. Today ’ s Goals…. Understand WHY we have HML conversations Understand how to identify HML performance Learn to have effective mentoring/coaching. The McNair Group. - PowerPoint PPT PresentationTRANSCRIPT
Today’s Goals…
Understand WHY we have HML conversations
Understand how to identify HML performance
Learn to have effective mentoring/coaching
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Definition Of High, Middle and Definition Of High, Middle and Low PerformersLow Performers
HH• Come to work on time• Good attitude• Problem solve• You relax when you know they are on the job• Good influence• Use for peer interview
M
•Good employees • Need a little development• Make or break your workforce• Behave like high performers, but not as consistently
L• Negative influence• Take up lots of time• Refuse to adapt to change• Can appear as informal leader
Movement of H-M-L Movement of H-M-L Performers Performers
M
H
L
H
M
L
Gap is uncomfortable
H
M
Gap is intolerable
L
EX
CELLEN
CE
Wild guess – what % of the team in your area would
you say is HIGH performing?
0% 0% 0%0%0%0%
1. Less than 5%2. 6 – 10%3. 11 – 20%4. 21 – 40%5. 41 – 60%6. Over 61%
Wild guess – what % of the team in your area would
you say is HIGH performing?
10%
29%
10%
6%
19%
26%1. Less than 5%2. 6 – 10%3. 11 – 20%4. 21 – 40%5. 41 – 60%6. Over 61%
How would you honestly rate your performance?
HIG
H
Medium
Low
50%
3%
47%
1.1. HIGHHIGH
2.2. MediumMedium
3.3. LowLow
How does your area match?How does your area match?Usual percent breakdown of HML staff: High: 30% Middle: 60% Low: 10%
– 75% of LPs move to MPs after having HML conversation
– 25% of LPs leave the organization
10.3% 15.9%
73.8%
0.0%10.0%20.0%30.0%40.0%50.0%60.0%70.0%80.0%
1 2 3
Leader Evaluation Results
Meets Exceeds Substantially
Yet only 2 of 10 Key Performance Yet only 2 of 10 Key Performance Indicators were met!Indicators were met!
Prior to MUSC ExcellencePrior to MUSC Excellence
12%
16%
41.0%
20.0%
4.0%
0%
10%
20%
30%
40%
50%
60%
70%
80%
Leader Evaluation Results
< 1.99 2.0-2.74 2.75-3.74 3.75-4.4 < 4.4
Impact after MUSC Excellence
Most tend to take High Performers for granted
“According to a new study by Leadership IQ, almost 1 in 2 high performers are actively looking for other jobs
(they’re posting and submitting resumes, and even going on interviews).
Ignore negative behavior and it will increase
Ignore positive behavior and it will decrease
Performance-based Performance-based LeadershipLeadership
Impact of Low PerformersImpact of Low Performers
They Make Us:
ExhaustedFrustrated
De-motivatedEmbarrassed
They Make Our Co-workers
& Customers:
AngryComplaining
Non-supportive
…Go elsewhere
What is your primary reason for putting off LOW performance
coaching?
17%
20%
20%
43%
Not easy for me t... I feel like he/sh... I’m expecting him... Other
1. Not easy for me to be the bad guy
2. I feel like he/she is trying/making an effort
3. I’m expecting him/her to be defensive
4. Other
Stop a “No, But’s” Culture
“ But they are good at their job”
“But they’re really making an effort”
“ But I need them right now!”
BUT…BUT…BUT…BUT…
• DefineDefine
• IdentifyIdentify
• CoachCoach
• Take ActionTake Action
Four ComponentsFour Components
Use Use
90-90-
Day Day
Plans!Plans!
The Principles of The Principles of Effective CommunicationEffective Communication
1. Focus on the ideal that you want, not on the person that’s not doing it.
2. Maintain the self-esteem of others. Use “I” language…Avoid “You” and “But”
3. Discuss specifics to make things better T
he
McN
air
Gro
up
Rule of Thumb
It shouldn’t take you any longer than 30 seconds to state the reason for your feedback (and then ask a question)
If it does, you are talking too much, or you
are trying to cover too many things.
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Feedback Steps… D E S D E S KK
1. Describe the ideal behavior you seek, and
share your specific observations. End with a
question of how they see things.
2. Explain the impact of their behavior.
3. Show/Tell exactly what needs to be done.
4. Know the consequences if changes do not
occur.
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Effective CoachingEffective Coaching
Review
Review
Skill Skill
Practice
Practice
SheetSheet
USING KEY
WORDS!
#4 Take Action
Four ComponentsFour Components
• Talk to HR
Talk to HR
• Follow 90-
Follow 90-
day Plan
day Plan
• Set goals
Set goals
Develop the Skill to Talk with LOW Performers
Get support - talk with someone
Use Human Resources
Role-play before actual discussion
Keep in mind the damage LPs do
Envision how it will be without them
How prepared are you to begin coaching HML?
18%
18%
52%
13%
Very comfo... Pretty good Need to pr... Need more ...
1. Very comfortable
2. Pretty good
3. Need to practice,
but have the tools
4. Need more training
Practice, Practice, Practice, Practice, PracticePractice
Role PlayingRole Playing
Divide into teams of three: Divide into teams of three:
Mgr & Employee and ObserverMgr & Employee and Observer
Rotate the rolesRotate the roles
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Concurrent Sessions
1. Rounding
2. Measurements
3. Putting MUSC Excellence into
our Context
4. More HML Coaching
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