BUILD AN EFFECTIVE TEAM BY DEVELOPING YOUR PEOPLE

LeadingAge Missouri ConferenceSeptember 2nd, 2015

www.jmagroup.ca

Tools and Strategies for Success

Start With a Talent Mindset

You need a talented, well-trained, highly-motivated people for your team to reach its full potential

www.i-l-m.com

Measuring Talent

Performance

Potential

Talent

Today’s Objective

• To help improve your ability to:

Support

Develop

Identify

Tool: Performance and Potential Matrix

Tool: Career Development Plan

Tool: Heron’s Six Categories of Intervention

Today’s Objective

• To help improve your ability to:

Support

Develop

Identify

Tool: Performance and Potential Matrix

Our Tool to IDENTIFY:Performance & Potential Matrix

Under-performer

RisingStar

StarPerformer

PotentialStar

Core team member

KeyContributor

Problem Team Member

AdequatePerformer

Trusted Team Member

Sources: McKinsey.com, MindTools.com

Support

Develop

Identify

IDENTIFY in Three Steps

Under-performer

RisingStar

StarPerformer

PotentialStar

Core team member

KeyContributor

Problem Team Member

AdequatePerformer

Trusted Team Member

1

2

3

Insert name in proper square & take action

Select right level of Performance

Select right level of Potential

Measuring Performance

"Does this team member's performance usually…

Meet Expectations?

Exceed Expectations?

Fall Below Expectations?

Measuring Potential

Ask yourself…• Has this person demonstrated flexibility and open-mindedness

when faced with a new project?

• Does this person actively seek out opportunities to learn new skills?

• If this person to a more challenging role tomorrow, are you confident that he or she would succeed?

Typical Behaviors of High Potential Employees

• Often exceeds expectations

• Initiates action and self-motivated

• Helpful and co-operative

• Effective problem solver

• Builds and utilizes wide networks

• Strong written and verbal skills

• Learns quickly • Big-picture focused

Measuring Potential

The more you said “Yes”, the higher the potential

Moderate Potential

High Potential

Limited Potential

IDENTIFY in Three Steps

Under-performer

RisingStar

StarPerformer

PotentialStar

Core team member

KeyContributor

Problem Team Member

AdequatePerformer

Trusted Team Member

1

2

3

Insert name in proper square & take action

Select right level of Performance

Select right level of Potential

First up…Performance BELOW Expectations

Under-performer

RisingStar

StarPerformer

PotentialStar

Core team member

KeyContributor

Problem Team Member

AdequatePerformer

Trusted Team Member

Under-performer

RisingStar

StarPerformer

PotentialStar

Core team member

KeyContributor

Problem Team

Member

AdequatePerformer

Trusted Team Member

Below Expectations

• Potential Star– What is preventing progress?– Consider… More training? Mentor? New environment?

• Underperformer– Manage performance & provide regular feedback– Monitor for signs of impact on others’ work

• Problem Team Member– Focus on performance, not on development– Consider an exit strategy*

Next up…Performance MEETS Expectations

Under-performer

RisingStar

StarPerformer

PotentialStar

Core team member

KeyContributor

Problem Team Member

AdequatePerformer

Trusted Team Member

Source: McKinsey.com, via MindTools.com

Under-performer

RisingStar

StarPerformer

PotentialStar

Core team member

KeyContributor

Problem Team

Member

AdequatePerformer

Trusted Team Member

Meets Expectations• Rising Stars

– Two words: Stretch goals– Provide opportunities so they know you notice them

• Core Team Member– Often happy where they are– Keep engaged by occasionally offering training and development

• Adequate Performer– Offer training and development for critical job tasks– Provide detailed feedback to keep

performance on track

Finally…Performance EXCEEDS Expectations

Under-performer

RisingStar

StarPerformer

PotentialStar

Core team member

KeyContributor

Problem Team Member

AdequatePerformer

Trusted Team Member

Source: McKinsey.com, via MindTools.com

Under-performer

RisingStar

StarPerformer

PotentialStar

Core team member

KeyContributor

Problem Team

Member

AdequatePerformer

Trusted Team Member

Exceeds Expectations• Star Performer

– Give them lots of responsibility– Push them outside their comfort zones– Consider giving them new processes to design

• Key Contributor– Provide stretch goals & new challenges– Monitor for signs of setback/pushing forward too quickly

• Trusted Team Member– What motivates them? Provide feedback & rewards

to maintain strong performance– Often a strong mentor for others

Activity

• Complete the Nine-Box Grid for your team• When you return: Put your plans into motion!• Review regularly for strategy updates & new

opportunities

Today’s Objective

• To help improve your ability to:

Support

Develop

Identify

Tool: Heron’s Six Categories of Intervention

Heron’s Six Categories of Intervention

Authoritative

Prescriptive

Informative

Confronting

Facilitative

Cathartic

Catalytic

Supportive

Support

Develop

Identify

The Simple Six!

“END”

Dictate

Educate

Challenge

“BEGIN”

Restore

Enable

Encourage

Support

Develop

Identify

Authoritative Support

“END”

Dictate

Educate

Challenge

Support

Develop

Identify

Direct the person with specific advice and direction

Provide information to instruct and guide behavior

Challenge the person’s behavior or attitude• Constructive, not aggressive

Facilitative Support

Support

Develop

Identify

Help the other person to express and overcome thoughts or emotions that are preventing growth

Help the other person reflect, discover, and learn to make more self-directed decisions

Build confidence by focusing on theirqualities and achievements.

“BEGIN”Restore

Enable

Encourage

Under-performer

RisingStar

StarPerformer

PotentialStar

Core team member

KeyContributor

Problem Team Member

AdequatePerformer

Trusted Team Member

Source: McKinsey.com, via MindTools.com

“Begin”“End”Which Type of Support is Best?

Activity

• Review the individuals’ names on your Nine-Box grid

• Based on current events, determine what type(s) of intervention are needed RIGHT NOW

• With a partner, practice giving feedback to the “individuals” on your team

Today’s Objective

• To help improve your ability to:

Support

Develop

Identify

Tool: Career Development Plan

Career Development PlanSuppo

rt

Develop

Identify

Develop SMART goalsSupport

Develop

Identify

Source: http://3.bp.blogspot.com

Develop SMART goalsSupport

Develop

Identify

Key to Success: Dialogue Support

Develop

Identify

Talent DevelopmentProcess

Those who succeed

over and overare your future

Find an opportunit

y

Challenge with an “Ask”

Watch for success

Provide Feedback

THANK YOU!

ContactDerek Fenwick, PT, MBA, GCS Director of Professional Development, Infinity Rehab dnfenwick@infinityrehab.com linkedin.com/in/DerekFenwickPT twitter.com/DerekFenwickPT