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Track Leadership Progress with Performance Management Systems

This is the fifth step of a Leadership Development Process. The tracking of a leader’s progress using a performance management system provides control and a universal check system. The data and insight provided by a tracking system allows the monitoring of results on a consistent basis.

Without a tracking system, the development process becomes a hit or miss system. There is no checking mechanism to ensure the process is working and the individuals are executing their plans. The performance management system is the glue for the process.

Performance Management systems come in all sizes, shapes and forms. The automated versions are the most valuable when used properly. The pen and paper versions are still in use with some companies – mainly because of a lack of investment in people development. When leadership is not committed to the development your people for higher performance process – then systems and processes as well as commitment is limited.

The best companies understand that it’s the people that make a difference in the business. It’s the people that make the decisions, manage the personnel and the processes, and interact with the customers – every day. So a purposeful developmental process and an automated performance management system are essential to the overall growth and health of an organization.

Performance management systems track the goals, meetings, action plans and decisions made by the individuals in the company. It tracks the overall performance of leaders and their teams. It provides information over a specific period of time – yearly, quarterly, monthly and weekly – all documented for analysis and evaluation. The progress made by participants in the leadership development processes or programs is an important element. It is the progress that accumulates over time and leads to consistent high performance.

Remember the old saying: What gets Measured, Gets Done.

This classic statement is still accurate today. If you want things to get done, they must be measured and discussed. Discussions about performance standards enable individuals to understand what is needed to be successful and respected as a performer. High performance is not an accident. It happens due to a conscious effort to measure and track results.

If you lack an automated Performance Management System, contact us at 901.757.4434 during business hours of 9 to 5 Central time USA to discuss possible solutions. We can assist you with a complete package or simply Managing Performance Priorities on a weekly basis.

Identifying Your Existing High-Potential Talent

The second step of a successful Leadership Development Process is to identify all the high-potential talent within your organization. Obviously, you start this process at the top levels of the organization. Identifying the top potential of existing C-level positions assists in narrowing the field of candidates.

After the top group is identified, expand your search to include key functional position candidates. Who are the key potential candidates for every managerial / leadership position in the company. This activity will require the coordination of current leaders in functional areas and cross-functional areas with position contact experience.

The goal of identifying high-potential talent is to know where your future leaders could be in the organization. This also can identify current leaders who are doing an excellent or poor job of identifying and hiring talent within their functional areas. The better leaders are very capable of hiring the best talent for their groups. They are equally adept with developing their talent with challenging work, stretch projects, coaching or mentoring techniques, and educational opportunities.

These individuals should be in a focused performance management system. This system will track their progress and keep a detailed record of their improvement activities. This information will allow for controlled development of each individual in the system. The purpose is to have a large pool of talent available for promotion due to opportunities for additional growth or normal attrition. A lack of in-house developed talent requires a time consuming and costly search for experienced outside talent.

If you need assistance in determining the criteria for identifying high-potential talent, contact us. We have been assisting organizations in identifying and developing talent for twenty years. And we can help you too. Call us at 901.757.4434 during the hours of 9 to 5 Central Time USA to begin your leadership development process.

Priorities Drive Productivity and Time Management

Okay, there is no rocket science involved with increasing your productivity and gaining additional time for high performance outcomes. Its all about how you handle the highest priorities. You know, the reasons you are on the payroll or driving your business. Priorities are at the pinnacle of importance.

Most people have no clue as to what priorities are. They have no lists – to do list, goals, objectives or any type of action plan. They tend to “wing it” regarding their time. They get things done based upon two factors: 1) They do what they are told to do by someone else (reaching the goals others have set). or,
2) Just doing what is fun and easy – no real effort involved.

So what separates the high performers from the “thundering herd” of individuals today?