Managing High Performance - simplehr.co.uk€¦ · Managing High Performance Growing People,...
Transcript of Managing High Performance - simplehr.co.uk€¦ · Managing High Performance Growing People,...
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Managing High Performance
Growing People, Managing Talent
Alistair B Williams Chartered FCIPD
Director Simple HR
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Agenda
0900 Tea & biscuits
0930 Kick off
1100 More Tea & biscuits
1300 Lunch
1345 Second half
1500 Yet more tea & biscuits
1630 Wrap up
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S I M P L E H R
P O P Q U Z I
2 0 1 1
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Press This
We Get This
Plippers at the ready...
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1. I know absolutely know what I
am doing
2. I have no idea what is going on
Vote Now
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十年樹木,百年樹人。
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History and background
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Developing Talent
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What does talent look like today
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personalities
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experience
skill
love sex
friends
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psychometrics
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The Different Personality Types
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•Guarded
•Keeps feelings private
•Makes decisions based on evidence (objective)
•Focuses conversations on issues & tasks, stays on subject
•More formal & proper
•Tends to stick to the agenda
•Fact orientated
•Shows & shares feelings
•Makes most decisions based on feelings (subjective)
•During conversations often disagrees
•Relaxed & warm
•Easy to get to know
•Flexible about how their time is used by others
•Prefers to work with others
•Initiates & accepts physical contact
•Likes talking about feelings
•Friendly handshake
•responsive to visions/concepts/dreams
I think that I am more...
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1. People centered
2. Task focused
Vote Now
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The Different Personality Types
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•Approaches risk, decisions or change slowly/cautiously
•Infrequent contributor to group discussions
•Often makes qualified statements.
e.g “according to my sources” or “I think so”
•Questions tend to be for clarification/support/information
•More patient & co-operative
•Reserved
•Diplomatic & collaborative
•Eye contact is intermittent
•Gentle handshake
•Most likely to go along when not in agreement (if its no big deal)
•Tends to follow established rules & policies.
•Approaches risk, decisions or change
quickly/spontaneously
•Frequent & forceful contributor to group discussions
•Frequently uses gesture & tone to emphasise points
•Often makes emphatic statements.
e.g “I’m positive!” or “Absolutely”
•Questions tend to be rhetorical
•less patient, more competitive
•Confronting, controlling
•Intense, assertive
•Maintains eye contact
•More likely to introduce themselves
I think that I am more...
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1. Acting
2. Considering
Vote Now
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Personality type, a simple model
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Dependable
Driver Detail
Democrat
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The Democrats Show & share feelings freely
Make most decisions based of feelings
Often digresses in conversation
Easy to get to know
Flexible on how their time is used by others
Prefers to work with others
Shows more enthusiasm than average people
Initiate & accept physical contact
Friendly handshake Words used to describe them:
charismatic optimistic persuasive
friendly influential confident
verbal positive participative
Words which usually Do Not describe them:
O factual O reserved O reflective O probing
O quiet O serious O logical O withdrawn
O self conscious
Approaches risk, decisions or change slowly/cautiously
Infrequent contributor to group discussions
Often makes qualified statements
E.G “according to my sources” or “I think so”
Questions tend to be for clarification/support/information
More patient & co-operative
Reserved
Diplomatic & collaborative
Eye contact is intermittent
Most likely to go along when not in agreement (if its no big deal)
Tends to follow established rules & policies
Gentle handshake
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The Dependables
Words used to describe them:
self-controlled relaxed persistent
non-demonstrative good listener
steady kind patient diplomatic
co-operative collaborative
Words which usually Do Not describe them:
O restive O impetuous O impulsive O anxious
O impatient O eager O fault-finding
O self-critical
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The Drivers Tends to bend & break rules
Frequently uses gestures and tones to emphasise points
Frequent & forceful contributor to group discussions
Often makes emphatic statements e.g. “i’m positive!” Or “absolutely”
Questions tend to be rhetorical
Less patient, more competitive
Confronting, controlling
Maintains eye contact
More likely to introduce themselves
Firm handshake
Words used to describe them:
competitive daring forceful aggressive
self-starting decisive intense blunt
overbearing intolerant
Words which usually Do Not describe them:
O modest O hesitant O mild O indecisive
O unassuming O unpretentious
O over-cautious
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The Detailed Guarded
Keeps feelings private
Makes decisions based on evidence (objective)
Focuses conversations on issues & tasks, stays on subject
More formal & proper
Tends to stick to the agenda
Fact orientated
Shows less enthusiasm than the average person
Primarily task orientated
Tends to be less demonstrative
Formal handshake
Words used to describe them:
disciplined careful systematic
precise cautious conservative
perfection seeking logical reserved
Words which usually Do Not describe them:
O stubborn O tactless O defiant O rebellious
O careless O independent O obstinate
O opinionated
I think I am largely...
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Rank your top 2 choices in order, voting for your preferred choice first
1. Dependable
2. Driver
3. Democrat
4. Detail
Enter number(s) then press 'Send'
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Talk to the person next to you about how your personality effects your behaviours at work
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Adaptive behaviour
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Two base motivators
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Hierarchy of needs
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motivations
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Autonomy
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Mastery
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Purpose
Motivating
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Make it Real
Buddy up…
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Read & discuss
your buddy’s
profile and try to
work out what
motivates
them.
Reward & recognition
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Training Coaching Mentoring
Usually sessional Usually fixed term Much longer term relationship
Highly structured Quite structured More informal
Focus on specific knowledge
Focused on specific needs
Broader view of the person
Facilitated by an expert trainer
Conducted by a competent coach
Usually a senior or more experienced manager, that can act as a champion
Focus is on task Focus is on issues at work
Focus is on personal and career development
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What are you aiming for?
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individual
departmental organisational
customer
Management & Leadership
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Great to be
needed &
admired
Management Style
Autocratic Paternalistic
Democratic Laissez-faire
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MBWA
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Delegation
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Accountability
Authority
Empowerment
Responsibility
Control
Requirement for delegation
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Effective Delegation
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Competent & motivated person
Clear task definition & agreement
Access to adequate resource
Appropriate support & supervision
Trust & Check
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Comfort
Zone
High
Performance
Zone
Apathy
Zone
Burnout
Zone
Challenge
Support
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Effective goals are
Specific
Measurable
Achievable
Realistic
Time specific
Agreed
Super Simple
KIP’s
Apples for apples
KISS
Trend more than absolute
Relevant
Agreed
Regular
Consistent
Complex
Difficult to measure
Changing
Paralysis by Analysis
Time consuming
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Balanced Scorecard
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Vision Ensure
compliance and
easy access to
employee
information
Goals •Customer
satisfaction
•Compliance
•Reduced
management
load
Reduced managing
Reduce stress
Compliance
Customer
satisfaction •Reduce stress
•Easy of use
•Service availability
•Speed of access
KPI reporting
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Personal
Development
Planning
Agreement
Measure
Feedback
Positive
reinforcement
Shared views
I find appraisal really benificial...
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Yes 1.
No 2.
Vote Now
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Buddy up…
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Facilitate
Enable
Encourage
Empower
Explore
Reflect
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Be clear
Be honest
Be consistent
Be constructive
When communicating Goals
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Recognise potential
Identify opportunity
GAP analysis
Strategic alignment
Dev plan
Empower
Measure and review
Evaluate
Iterate
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Growing People, Managing Talent
THANKS FOR YOUR
ATTENTION
Facilitated by Alistair Williams Chartered FCIPD Director of Simple HR Ltd