Episode E.023 People Measures
This week we continue our focus on the post pandemic re-opening of business. Other than dealing with customer and employee fears, there is nothing different or special about today's show except urgency. Unlike other expansions at the end of a contraction, this was not a structural - it was imposed. Normally a contraction (recession) is a result of over supply and decreasing demand awaiting a unplanned event to prick the bubble. In this case the demand still exists with diminished supply and we have sufficient information to predict the beginning of an expansion. The purpose of IBGR programming this month is to prepare the entrepreneur for the turnaround. it will require acting with urgency over the next 4 months.
Today's show is a closeout on the topic of People or Talent. We started the day discussing the Best People Practices (A.023) and People Objectives (B.023), and finishing with how to measure.
Our goal is to provide comprehensive and accurate information with tools that are simple to use. We were able to breakdown the Performance of People into 3 Major Segments with 3 Areas to measure.
What You Need to Know
Leadership is having a presence and the day-to-day focus that represents the interests of the business on the job. What really matters to employees is what the direct supervisor wants, what expectations they set, and how they represent the company.
The key is leadership sets the tone. Just like process problems driving poor quality, you cannot get the company right without getting it’s leadership right. What is critical to maintain a continuous focus on the right things:
Teamwork is how well people in the same group work together. Some positions require solo performance, most require teamwork. Creating teamwork is a little more difficult than one-on-one leadership because of the dynamics of groups.
The key to teamwork is how individual members respond to working together under the leadership of their supervisor. What is critical for creating effective teams:
Mastery is about how the organization hires, promotes, and uses technology to multiply performance. Job fit is critical because putting people into positions who do not have the knowledge or personality to be successful is a waste of time and money – no matter how hard anybody tries. Once you have the right person in the job, what is the nature of the psychological contract (Show D.017) about competence – are they motivated to improve and is the company investing in developing their skills.
The key to skill mastery is the understanding that most people draw meaning from their work. When they are challenged to raise their level of play in an environment that supports growth and development, people flourish. When people flourish the best stay. What is critical for skill mastery:
What You Need to Do
Leadership: there are three drivers or causes for providing a continuous focus on the right things:
Teamwork: there are three drivers or causes for creating teamwork:
Mastery: there are three drivers or causes for creating skill masterly:
Next Show: E.024 Total Budget
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