1. You work in an organisation where everyone gets 30 minutes every week 121 time with their manager to look at how the right work can be done more effectively and to work on communication, trust and respect;
2. Everyone is coached – every week – by their manager. They learn things on a weekly basis and use what they learn to create value;
3. Everyone gets feedback – several times a day. The feedback recognises, appreciates and encourages the good stuff. It also raises awareness around behaviours that people might want to re-think. Everyone knows that feedback is not an emotional big deal. It is just information that is designed to help;
4. Everyone delegates effectively. They expect to be delegated to at least every other month as part of their professional development. Managers ‘delegate and develop’ routinely so that they can consistently do the important (but never urgent) stuff well (stuff like strategy, RnD, customer contact, stakeholder management etc).
5. People who struggle to deliver on their role in the time that the organisation pays them are helped – through feedback and coaching – to find ways to get what they need to get done in the work hours available to them.
What difference would developing these 5 management processes make in your team?
Filed under: 121s, coaching, communication, delegation, feedback, leadership, management, one to ones, performance improvement, performance management | Tagged: 121s, coaching, communication, decision making, delegation, feedback, improvement, leadership, management, one to ones, performance improvement, performance management, practical, processes, progressive |