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- It all starts with having the right frame of mind when it comes to partnership. We need to know where the person we are working with is coming from and what a win is for them. In our conversations we have to determine what they value and what is important to them. Spending time on the front end helps us to know what motivates them. It is very important that we work face to face to make the right connections. Be sure to make an agreement on the front end how you will communicate and stay connected.
- Through this relationship you need to frame your expectations on what you need from each player in terms of behaviors and results. You want to be very specific in your performance expectations. Be sure to provide the examples of what needs to be achieved and timelines for when things need to be accomplished. For an employee be successful they need to know what a win is for them in their positions.
- As a leader you need to be measuring performance to insure that short-term goals are being achieved. It is important to be able to grade both an objective and subjective manner. Look at weekly goals and then be sure to review progress. You want people to stay focused and the best way to do this will be to keep score and measure performance.
- Your role as coach and leader of your team is very important. It is important to focus your energy on giving your people the feedback that they need to help them to grow and the behaviors that they need to have. By having consistent conversations you will not let things build up and can find a good balance between positive reinforcement and critique.
- Be sure to look at your function and evaluate where the talent is and what gaps might exist in the future. You don’t want to settle. Look at what you need and then see how people can either step up or what you need externally to make it happen. Be sure to focus your energy on the people with the greatest potential and address the poor performers by Top Grading positions when needed.
Bob Coulter
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