{"id":130,"date":"2009-02-05T13:31:02","date_gmt":"2009-02-05T02:31:02","guid":{"rendered":"http:\/\/leadershipskillcenter.com\/blog\/?p=130"},"modified":"2009-03-20T00:00:51","modified_gmt":"2009-03-19T13:00:51","slug":"how-to-get-maximum-results-with-minimum-effort","status":"publish","type":"post","link":"http:\/\/leadershipskillcenter.com\/blog\/how-to-get-maximum-results-with-minimum-effort\/","title":{"rendered":"How to get maximum results with minimum effort"},"content":{"rendered":"

Maximum Results with Minimum Effort
\n<\/strong>
\nI guess that’s everyone’s dream. As a leader or manager your\u00a0responsibility and role is to deliver set outcomes through the\u00a0efforts of others – those people on your team.\u00a0<\/p>\n

Your role is not to do the tasks, but to make sure they get done.<\/p>\n

And that all sounds fine … until you are faced with an employee\u00a0whose performance is not up to scratch.<\/strong><\/p>\n

Now you are confronted with the challenge of bringing their\u00a0performance up to the required standard. And I’ve never met a leader\u00a0who doesn’t experience at least a little sinking feeling at the
\nprospect of working through all the difficult issues that can be\u00a0associated with changing the attitudes and skills of an employee who\u00a0needs to do better.<\/p>\n

If even one member of your team isn’t performing well, your whole\u00a0team will suffer.<\/p>\n

Not only will your team’s results be effected, other team members who\u00a0are doing their best will become disheartened by the impact of any\u00a0inadequate contributions and the whole team culture and morale will\u00a0suffer.<\/p>\n

Poor performance by any team member presents a situation you just\u00a0can’t afford to ignore. It demands your urgent attention – and you\u00a0had better get whatever you decide to do right, or the problems can\u00a0just escalate.<\/p>\n

So what should you do?<\/p>\n

Faced with a poorly performing employee your options are basically to\u00a0move them on or help them get better.<\/strong><\/p>\n

As the first option is an option of last resort (and one that is not\u00a0always available anyway) I will focus on how you can help a poorly\u00a0performing employee get better<\/strong>. When you do this properly, you in\u00a0effect gain a whole new team member for minimum effort so this is a\u00a0very powerful option.<\/p>\n

You have three primary options<\/strong> available for helping a poorly\u00a0performing employee reach your required standard of performance:<\/p>\n

1. Coaching
\n2. Training
\n3. Performance Management<\/p>\n

All are valid, but each is best used in somewhat different\u00a0circumstances.<\/p>\n

* Performance Management (or Disciplinary Counselling)<\/strong><\/p>\n

This should be reserved for repeated instances of poor performance\u00a0and matters of a very serious nature.<\/p>\n

If Performance Management fails to produce satisfactory and sustained\u00a0improvements in performance, the employee needs to understand they\u00a0will no longer have a role to play in your team.<\/p>\n

When you initiate a formal Performance Management process, you should\u00a0ensure you have the authority and support required to enforce this,\u00a0should it be required. A discussion with your supervisor and with\u00a0your Human Resources department will help protect you, should you\u00a0need to remove someone if their performance doesn’t improve.<\/p>\n

* Training is an often overlooked means of improving performance.<\/strong><\/p>\n

Many people who learn skills and tasks on the job could do things\u00a0better with even a day or two of formal training.<\/p>\n

This is even more so with ‘soft’ skills like leadership,\u00a0communication and management. So watch out for courses and\u00a0opportunities to expand the skills of all the people on your team.<\/p>\n

Two disadvantages with training are that it is often necessary to\u00a0wait for an appropriate course to become available and courses can be\u00a0expensive.<\/p>\n

* Coaching, on the other hand, is one of your most valuable\u00a0\u00a0leadership tools.<\/strong><\/p>\n

You can use it every day, with good people who could be even better –\u00a0AND with poor performers who need to improve their skills or\u00a0attitude. Done well, it needn’t take very long, and it can show huge\u00a0returns on the little time you invest.<\/p>\n

Coaching doesn’t need any formal approval or additional funding and,\u00a0by it’s very nature, when it is done well it builds team moral and\u00a0makes employees feel valued and supported.<\/p>\n

Of all your three options for performance improvement, coaching has\u00a0huge potential to deliver maximum results for you with minimum\u00a0effort. But it has to be done properly.<\/p>\n

Once you have developed your own coaching skills you will have a\u00a0powerful tool in your leadership toolkit. A tool you can apply not\u00a0only to improve performance in poorly performing employees, but also\u00a0to boost the performance of your best employees to exceptional\u00a0results. All with minimum effort for maximum results – and who\u00a0wouldn’t want that?<\/p>\n

For more great ideas on how to improve employee performance through\u00a0coaching visit:\u00a0http:\/\/kmgsupport.com\/PerformanceCoaching<\/a><\/p>\n

———–<\/p>\n

QUOTE OF NOTE<\/strong><\/p>\n

“Leadership, many have said, is different from management. Management\u00a0is mostly about ‘to do’ lists – can’t live without them! Leadership\u00a0is about tapping the wellsprings of human motivation – and about\u00a0fundamental relations with one’s fellows.”<\/em><\/p>\n

Tom Peters (American academic)<\/p>\n

———–<\/p>\n

How to Improve Employee Performance through Coaching:<\/strong><\/p>\n

Coaching is such a powerful leadership tool for improving employee\u00a0performance – when it is done well – that I have written a new ‘Just\u00a0the Gist’ Short Report on exactly how to do it to ensure you get\u00a0effective results every time.<\/p>\n

You will find all the details at:
\nhttp:\/\/kmgsupport.com\/PerformanceCoaching<\/a><\/p>\n

*** Remember if you are already a member of the Leadership Coaching\u00a0Club you will get a copy of this, plus a huge range of information,\u00a0leadership courses, audio programs, ebooks and other resources when\u00a0you login. (If you aren’t a member yet, you’ll find all the details\u00a0at:\u00a0http:\/\/leadershipcoachingclub.com\/<\/a>\u00a0)<\/p>\n

On the other hand if what you want to do is discover how to improve\u00a0employee performance and boost team morale through effective coaching\u00a0check out our new Short Report at:<\/p>\n

http:\/\/kmgsupport.com\/PerformanceCoaching<\/a><\/p>\n

Kind regards<\/p>\n

Kerrie<\/p>\n

PS. We have a whole lot of things lined up to share with you this\u00a0year. We hope you will be as excited about them as we are. Watch out\u00a0for more details soon…<\/p>\n

But for now check out How to Improve Employee Performance through\u00a0Coaching and let us know what you think. That link again:
\nhttp:\/\/kmgsupport.com\/PerformanceCoaching<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

Maximum Results with Minimum Effort I guess that’s everyone’s dream. As a leader or manager your\u00a0responsibility and role is to deliver set outcomes through the\u00a0efforts of others – those people on your team.\u00a0 Your role is not to do the tasks, but to make sure they get done. And that all sounds fine … until […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[23,1,14,12,5,4],"tags":[45,24,22],"class_list":["post-130","post","type-post","status-publish","format-standard","hentry","category-coaching","category-general","category-leadership-coaching-club","category-leadership-courses","category-leading-well","category-resources","tag-coaching","tag-performance-improvement","tag-short-report"],"aioseo_notices":[],"_links":{"self":[{"href":"http:\/\/leadershipskillcenter.com\/blog\/wp-json\/wp\/v2\/posts\/130","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/leadershipskillcenter.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/leadershipskillcenter.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/leadershipskillcenter.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"http:\/\/leadershipskillcenter.com\/blog\/wp-json\/wp\/v2\/comments?post=130"}],"version-history":[{"count":4,"href":"http:\/\/leadershipskillcenter.com\/blog\/wp-json\/wp\/v2\/posts\/130\/revisions"}],"predecessor-version":[{"id":134,"href":"http:\/\/leadershipskillcenter.com\/blog\/wp-json\/wp\/v2\/posts\/130\/revisions\/134"}],"wp:attachment":[{"href":"http:\/\/leadershipskillcenter.com\/blog\/wp-json\/wp\/v2\/media?parent=130"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/leadershipskillcenter.com\/blog\/wp-json\/wp\/v2\/categories?post=130"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/leadershipskillcenter.com\/blog\/wp-json\/wp\/v2\/tags?post=130"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}