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.
Download ReportTranscript 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.
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
It we
’
s difficult to juggle all that
’
re asked to handle
Goals Students/ Patients Tasks
People ’ s Personalities Goals Students/ Patients Tasks
Definition Of High, Middle and Low Performers
H
• 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
H M L
Movement of H-M-L Performers
H M H M Gap is intolerable Gap is
uncomfortable
L L
Goal: Move The Entire Performance Curve
L M H
1.
2.
3.
4.
5.
6.
Wild guess – what % of the team in your area would you say is HIGH performing?
Less than 5% 6 – 10% 11 – 20% 21 – 40% 41 – 60% Over 61%
0% 0% 0% 0% 0% 0% Les s t ha n 5 % 6 – 1 0% 11 – 20 % 21 – 40 % 41 – 60 % Ov er 61 %
1.
2.
3.
4.
5.
6.
Wild guess – what % of the team in your area would you say is HIGH performing?
29%
Less than 5%
26%
6 – 10% 11 – 20% 21 – 40%
10% 19% 10%
41 – 60% Over 61%
6% Le ss tha n 5 % 6 – 1 0% 11 – 20 % 21 – 40 % 41 – 60 % Ov er 61 %
How would you honestly rate your performance?
50% 47%
1.
HIGH
2.
Medium
3.
Low
3% H IG H Med iu m Lo w
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
So why do we need this?
Some are
COMFORTABLE
with where things are now…
80.0% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0%
Leader Evaluation Results
Yet only 2 of 10 Key Performance Indicators were met!
10.3% 15.9%
Prior to MUSC Excellence
73.8%
Leader Evaluation Results 80% 70% 60% 50% 40% 30% 20% 10% 0% 12% < 1.99
Impact after MUSC Excellence 16% 2.0-2.74
41.0% 2.75-3.74
20.0% 3.75-4.4
< 4.4
4.0%
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).
Performance-based Leadership Ignore behavior and it will
negative increase
Ignore behavior and it will
positive decrease
Impact of Low Performers
They Make Us: Exhausted Frustrated De-motivated Embarrassed They Make Our Co-workers & Customers: Angry Complaining Non-supportive …Go elsewhere
1.
2.
3.
4.
What is your primary reason for putting off LOW performance coaching?
Not easy for me to be the bad guy
43%
I feel like he/she is trying/making an effort
20% 17% 20%
I ’ m expecting him/her to be defensive Other
Not easy for me t...
I’m expecting him...
I feel like he/sh...
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…
•
Four Components
Define
•
Identify
•
Coach
•
Take Action
Four Components
#1
Define
Four Components
#2
Identify
IDENTIFY
Four Components
#3
Coach
Mixed Signals
Feedback Styles
YOU The Receiver
Feedback Styles
… too much at once
Feedback Styles
… coddlers
The Principles of Effective 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
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.
Feedback Steps… D E S K 1.
D
escribe the ideal behavior you seek, and share your specific observations. End with a question of how they see things.
2.
E
xplain the impact of their behavior.
3.
S
how/Tell exactly what needs to be done.
4.
K
now the consequences if changes do not occur.
Effective Coaching
USING KEY WORDS!
Four Components
#4
Take Action
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?
1.
Very comfortable 2.
Pretty good 3.
Need to practice, but have the tools 4.
Need more training
52% 13% 18% 18% Very comfo...
Pretty good Need to pr...
Need more ...
Practice, Practice, Practice
Role Playing Divide into teams of three: Mgr & Employee and Observer Rotate the roles
Concurrent Sessions 1.
Rounding 2.
Measurements 3.
Putting MUSC Excellence into our Context 4.
More HML Coaching