European news

Performance Management

A series of Performance Management Workshops has reinforced leadership skills for a global information technology corporation.

The program has been rolled out across the European and North American divisions to a receptive audience - here is some of the feedback:

"The skills / concepts taught are directly relevant to the demands of my job / role in terms of leading and managing sales people.

The Coach's teaching methods, style & pace helped me to learn - it was great, interactive, solid coaching.  The passion and sincerity stands out."

Sessions based around raising the performance bar met the client's urgent and pressing needs:

"This has been one of the best parts of the training.

The Partnership did a wonderful job in this session.  What I valued most was the written checklist and feedback supplied by the facilitator against my session. At last.... I could relate to this session from a pre-sales viewpoint."

the Partnership's MD Peter Grundy reflects on issues around underperformance

"I have been working on three concurrent projects about improving performance management. The cultures are different, the geographies are different but the same common needs exist - to improve performance, to drive up results, to address the under-performers and stop wasting time and effort.

One organisation is wasting $6.4million on underperforming people who soak up expensive management time, leave customers unhappy and hurt the brand, damage morale and waste resources.

So why is it so difficult to make the much-needed changes and lift people's performance?

Managers sometimes shy away from the job out of friendship for the employee or because "it's not fair", they blame HR or 'people at the top' to salve their consciences but end up undermining the whole purpose and colluding with the employee, ticking the boxes and agreeing that somehow things will get better.

It is hard to sit down with someone and tell them that they are not doing a good job. It hurts. It's emotional. You are telling me (as the employee) that maybe I'm not as good as I think I am…… I'm not as capable…. My belief in myself gets dented. It hits on a number of levels, maybe as deeply as tarnishing my image of who I really am. Then I have to go home and explain to my partner that maybe the big holiday is off this year…..

To handle this process effectively managers need coaching and support to help them develop their own approach to such potentially difficult conversations and stop hoping they will go away.

The coaching culture that we help embed in these organisations targets performance, work-related behaviour and productivity at the individual level, as well as career development, organisational identification and commitment.

It’s similar at the group or team level, where productivity of planning, project development and delivery are common issues, along with team performance which includes team behaviour, cohesion and unity, shared vision, roles, responsibility and accountability.

At the organisational level, coaching and support is likely to be targeted at areas such as leadership and attitude change, as well as productivity and organisational growth.

These organisations are equipping their managers with a perspective and set of tools to carry out the difficult areas of their jobs more effectively – which means focusing relentlessly on underperformance, a better diagnosis of problems and the development of creative, more effective solutions."

How 360 degree feedback makes a difference

360 degree assessment is an essential tool for developing talent and increasing organisational performance. There are benefits to the individual, to the team and to the organisation.

To the individual

• Shows how others see you; highlights an area you see as a strength and others see as a development need
• Identifies strengths, weaknesses and development priorities through our analysis model
• Sets a baseline measure of skills
• Establishes a focus for subsequent training and coaching
• Measures change in behaviour over time
• Enables self-directed professional and career development

To the team

• Increases communication between team members
• Improves the team environment as people discover how to engage in more productive interpersonal behaviour
• Identifies causes for breakdown in team trust and performance
• Supports teamwork by involving team members in the development process

To the organisation

• Highlights the organisation's expected managerial and leadership behaviours
• Reinforces corporate culture and values
• Enhances career development for employees
• Focuses training resources
• Supports talent management and succession planning

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Managing your talent

If you don't successfully manage talent, identify it, attract and retain it, your profitability cannot be sustained.

Talented people = sustainable profit. It's as simple as that.

The Partnership has the depth of experience to spot your top talent, develop your employee branding and make you an employer of choice. We'll help you retain talent by ensuring it's appreciated as an asset.

Our research shows the most common reason for leaving is the need to develop. With our expertise in career management and coaching intervention, we'll define the competencies that will underpin your organisation and help talented people deliver them.

Our expertise to support this includes:

• Psychometric testing
• Quantifiable talent data
• Online engagement surveys
• Coaching and Career Management.

If you would like to find out more about the range of talent management programs offered by the Partnership please telephone us on +44 (0) 20 8948 4379 or mail us at:

mail@the-partnership.com

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Reviews

Our case reviews are presented in a consistent format:

• Overview
• Need
• Solution
• Results

Case reviews are of course only a guide, as any solution for your business will depend on the individual circumstances.

These examples are an insight into some of our recent projects. If you would like more information on any of the work we have completed for our clients please do not hesitate to contact us.

The insurance company

There were concerns that the performance bar was not as high as it should be.

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equanet
the Partnership is proud to have been able to contribute to the development of equanet’s business success.
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