Addressing Performance Problems

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Из курса от партнера Rice University

Personal Leadership Development Planning and Leading High Performing Teams

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Rice University

Personal Leadership Development Planning and Leading High Performing Teams

26 оценки

Курс 3 из 3 — Specialization Leadership Development for Engineers

An actionable leadership improvement plan enables you to leverage strengths and close the gaps on weaknesses. In this course, you will build your own plan that you can put into practice immediately and realize goals within the next two years. It lays the foundation for an evergreen process of selection and prioritization of skills, and action planning for sustained leadership development.

Из урока

Module 4 - Creating a Motivating Team Environment

Observation and Objectives1:24

Addressing Performance Problems4:12

Creating a Motivating Environment3:55

Познакомьтесь с преподавателями

David Van Kleeck
Professor in the Practice of Engineering Leadership
Rice Center for Engineering Leadership

All teams have rust spots that require the attention of the leader

to intervene to help the team move to a high performing state.

Also, poor performance problems in individuals in a team can have

dramatic negative consequences for

team performance that also require the intervention of the leader to correct.

As we think about addressing performance problems of individuals

there are five basic approaches that a leader can take.

He's going to want to examine is, first of all, the issue of performance a matter

of does the individual have the resources that they need to accomplish the job.

If they had the ability and everything else that they need,

perhaps it's just that they just don't have the right resources or

tools to what they need to do.

In this case that requires the commitment

of the leader to help address those resource issues.

A second approach that the leader might take in addressing a performance problem

is to see if it's one that can be solved through training.

If the individual doesn't have the right abilities or

skills, perhaps those can be addressed thru additional training.

If that's not the case, it may be a matter that the job needs to be restructured so

that it better fits the aptitude and skills of the follower on the team.

In this case the leader might devote some attention to

changing aspects of the job so that it's a better fit.

And we call that the Refit.

If that doesn't work then the leader may have to consider reassigning

the individual to a different team where they're better suited for

the skills and aptitudes that they have.

Ultimately if all of these approaches don't work

the leader may have to consider releasing the individual for

the good, not only of the individual, but for the organization.

As we begin to look at performance, it's helpful to have a concept for

how it's defined and how the components of it

can be addressed by leaders to create a rewarding environment.

So let's define performance as the product of Ability, Motivation and the Situation.

And we'll look at each of these components in much more detail and

options that you as a leader have to address them in improving performance.

So as we begin by looking at ability, ability is

the product of Aptitude Training and Resources.

As I described a moment ago, as you look at improving performance attributes in

a particular follower, you might address each of these in different ways.

We'll talk about motivation as being the product of Desire and

Commitment, without both Motivation is low.

A particular outcome can be desirable,

but the individual may have low commitment to actually pursue it.

Again, either of these can be addressed through appropriate actions by the leader.

The situation has an impact on performance as well.

What are the impacts of the opportunities that are available,

the scope of the challenge, the excitement that a particular project brings.

What are the relationships within the team?

Has trust and confidence been built among the members of the team?

What are the things that a leader can do to influence that?

And ultimately the environment has an impact on performance as well.

And as a leader you might have to consider adjustments that you can

make in the environment in order to improve performance.

These then are all of the factors that are at play in determining performance

where you as a leader may have an opportunity to address

specific instances that will have ongoing, continued,

impact on improving performance of an individual member or even within a team.

Hopefully, the performance problems that you encounter as a leader

will be best resolved by the resupply and retraining approaches, so

that you won't have to resort to that release approach later on.

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