5 phases of evolutionary change:
- Phase 1- Honeymoon
- Phase 2- Reality sets in
- Phase 3- The uncomfortable gap (the WALL appears)
- Phase 4- Consistency
- Phase 5- Leading the Way
Must have the high/middle/low performers conversation.
Create Leadership Development Institute LDI
Quarterly off site training. Training needs to revolve around the competencies necessary to acheive organizational goals & strategies. Critical to have CEO review, provide input & support curriculum.
Role LDI Team
- Curriculum
- Communication
- Social
- Logistics
- Accountability
3 comments:
Here's another excellent source that supports the "Pay for Performance" philosophy. Why does this not happen in our organization? We keep reading how treating high, middle, and low performers is unfair, and consistently leads to employees feeling that they are not valued or appreciated. Studer states that appreciating and rewarding employees is key... but only for those who deserve it! How many times and from how many experts do we have to hear this before we buy in and do it? Many employees have wanted and asked for this for years, and it never happens. Yet, as an organization we continue to not only accept low performing employees, but "reward" them the same way we do our high performers. How do we reach that level of "excellence" doing this? Things need to change!
Leadership development - I love this topic! I am happy to see Quint Studor dedicating an entire chapter to Create and Develop Leaders. His statement is key: "The purpose of a Leadership Development Institute is to develop leaders' skills to enable the achievement of organizational goals, as well as to improve individual leadership performance and organizational consistency." I like the word alignment.
I agree with Cindi - we need to recognize and reward our high performers. We have people who come to work excited and motivated, and they do an excellent job and always go above and beyond. Their only reward is their own satisfaction in a job well-done. Pretty quickly that is not enough, especially when others come to work and do just enough, sometimes with a negative attitude, and they get the same recognition and reward.
Part of the problem is that we let poor performers slide, hoping they'll get better. They are not held accountable for their job performance by leadership or their coworkers.
Leadership Development would be beneficial to the whole organization. Leaders would be understand how to do their job and could delegate when possible.
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