1. Part 9—Performance Management
McGraw-Hill/Irwin
Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved.

2. One Minute Goal Setting
One minute goal setting involves identifying three to five goals that are critical to success, and writing these on a single sheet of paper – 250 words or less

3. One Minute Praising
One minute praising involves showing appreciation for effort and accomplishments. It is based on two ideas:
People need feedback as a way of tracking and sustaining progress
What gets rewarded gets repeated

4. One Minute Reprimand Correction is immediate
One minute reprimand is saved for individuals who are trained and know what to do, but make mistakes. The one minute reprimand has four characteristics:
Correction is immediate
Correction focuses on behavior, not on the character of the person
Correction is sincere
The individual is encouraged

5. Four Major Areas of Job Performance
Quantity
Quality
Timeliness
Cost

6. Eight Principles for Setting Performance Objectives
Performance objectives should be:
Meaningful and in alignment
Challenging, yet attainable
Measurable
Established for a specific time period
Agreed upon by those doing the work and those in charge
Flexible
Written
Considerate of the social dynamics of cooperation and competition

7. Ten Principles for Conducting Performance Reviews
Performance reviews should:
Include three steps: preparation, implementation, and follow-up
Solve job problems and develop employee competence
Be based on mutually agreed-upon objectives
Be tailored to the performance objectives of each job
Involve the employee in evaluating personal performance

8. Ten Principles for Conducting Performance Reviews
Performance reviews should:
Involve two-way communication
Include a time schedule and physical setting conducive to employee development
Involve supervisors actions consistent with words
Include using multi-source evaluations for improving performance
Avoid performance rating problems

9. Performance Management Strategies
Dismiss before completion of probation
Coach to improve work attitude
Train to improve work performance
Reward to show appreciation and reinforce morale and performance
Poor Work Performance + Poor Work Attitude
Good Work Performance + Poor Work Attitude
Poor Work Performance + Good Work Attitude
Good Work Performance + Good Work Attitude

10. The Performance Pyramid
1. Statesmanship The ability to work with and through other people 2. Entrepreneurship Achievement of Results 3. Innovation Ability to generate new and usable ideas
Statesmanship
(ability to work with and through other people)
Entrepreneurship
(achievement of results)
Innovation
(ability to generate new and usable ideas)

11. Four Principles of Good Human Relations
Let people know where they stand
Give credit where it is due
Tell people as soon as possible about changes that will affect them
Make best use of each person’s ability
Statesmanship
(ability to work with and through other people)
Entrepreneurship
(achievement of results)
Innovation
(ability to generate new and usable ideas)

12. Four Step Problem Solving
Get the facts
Weigh and decide
Take Action
Follow up
Statesmanship
(ability to work with and through other people)
Entrepreneurship
(achievement of results)
Innovation
(ability to generate new and usable ideas)

13. Tips for High Performance
Coach Others to Succeed
Pay attention to those “middle stars.”
Avoid focusing only on the “super stars” and the “fallen stars.”
Most people shine somewhere in the middle.
Pay attention to the “middle stars.” Avoid the trap of focusing only on the “super stars” (those with exceptional performance) and the “fallen stars” (those with significant performance problems). Most people shine somewhere in the middle.

14. Tips for High Performance
Spread the Sparkle
Get enthused about others who are enthusiastic; it can snowball quickly.
Recognize and reward those who help contribute to a culture of contagious enthusiasm.
Get enthused about others who are enthusiastic – its contagious and can snowball quickly. Recognize and reward those who help contribute to a culture of contagious enthusiasm.

15. Tips for High Performance
Address Deficiencies
Pay attention when someone has a performance problem.
Unaddressed deficiencies can have a negative effect on every member of your team.
Pay attention when someone has a performance problem. Unaddressed deficiencies can have a negative effect on every member of your team. By dealing with performance issues as early as possible, you can prevent them from growing more serious…and more distasteful for both you and the individual to face.

16. MISSED OPPORTUNITY FOR GREATNESS
Level 5 Executive
Builds enduring greatness through a paradoxical combination of personal humility plus fierce resolve.
MISSED OPPORTUNITY FOR GREATNESS
Level 4 Effective Leader
Catalyzes commitment to and vigorous pursuit of a clear and compelling vision; stimulates the group to high performance standards.
Level 3 Competent Manager
Organizes people and resources toward the effective and efficient pursuit of predetermined objectives.
Level 2 Contributing Team Member
Contributes to the achievement of group objectives; works effectively with others in a group setting.
The Level 5 leader sits on top of a hierarchy of capabilities necessary for transforming an organization from good to great. What lies beneath are four other layers, each one appropriate in its own right, but none with the power of Level 5. Individuals do not need to proceed sequentially through each level of the hierarchy to reach the top, but to be a full-fledged Level 5 leader requires the capabilities of all the lower levels, plus the special characteristics of Level 5.
Absence of Highly Capable Individuals leads to a lack of production and increases costs.
Level 1 Highly Capable Individual
Makes productive contributions through talent, knowledge, skills, and good work habits.

17. MISSED OPPORTUNITY FOR GREATNESS
Level 5 Executive
Builds enduring greatness through a paradoxical combination of personal humility plus fierce resolve.
MISSED OPPORTUNITY FOR GREATNESS
Level 4 Effective Leader
Catalyzes commitment to and vigorous pursuit of a clear and compelling vision; stimulates the group to high performance standards.
Level 3 Competent Manager
Organizes people and resources toward the effective and efficient pursuit of predetermined objectives.
Level 2 Contributing Team Member
Contributes to the achievement of group objectives; works effectively with others in a group setting.
Absence of Contributing Team Members leads to diminished problem solving and reduces efficiency.
Level 1 Highly Capable Individual
Makes productive contributions through talent, knowledge, skills, and good work habits.

18. MISSED OPPORTUNITY FOR GREATNESS
Level 5 Executive
Builds enduring greatness through a paradoxical combination of personal humility plus fierce resolve.
MISSED OPPORTUNITY FOR GREATNESS
Level 4 Effective Leader
Catalyzes commitment to and vigorous pursuit of a clear and compelling vision; stimulates the group to high performance standards.
Level 3 Competent Manager
Organizes people and resources toward the effective and efficient pursuit of predetermined objectives.
Absence of Competent Managers leads to failure to accomplish organizational objectives.
Level 2 Contributing Team Member
Contributes to the achievement of group objectives; works effectively with others in a group setting.
Level 1 Highly Capable Individual
Makes productive contributions through talent, knowledge, skills, and good work habits.

19. MISSED OPPORTUNITY FOR GREATNESS
Level 5 Executive
Builds enduring greatness through a paradoxical combination of personal humility plus fierce resolve.
Level 4 Effective Leader
Catalyzes commitment to and vigorous pursuit of a clear and compelling vision; stimulates the group to high performance standards.
Absence of Leadership at this level leads to lack of organizational direction & sense of purpose.
Level 3 Competent Manager
Organizes people and resources toward the effective and efficient pursuit of predetermined objectives.
MISSED OPPORTUNITY FOR GREATNESS
Level 2 Contributing Team Member
Contributes to the achievement of group objectives; works effectively with others in a group setting.
Level 1 Highly Capable Individual
Makes productive contributions through talent, knowledge, skills, and good work habits.

20. MISSED OPPORTUNITY FOR GREATNESS
Level 5 Executive
Builds enduring greatness through a paradoxical combination of personal humility plus fierce resolve.
Absence of Executive Leadership leads to organizational failure.
Level 4 Effective Leader
Catalyzes commitment to and vigorous pursuit of a clear and compelling vision; stimulates the group to high performance standards.
Level 3 Competent Manager
Organizes people and resources toward the effective and efficient pursuit of predetermined objectives.
MISSED OPPORTUNITY FOR GREATNESS
Level 2 Contributing Team Member
Contributes to the achievement of group objectives; works effectively with others in a group setting.
Level 1 Highly Capable Individual
Makes productive contributions through talent, knowledge, skills, and good work habits.

21. Truth – Care enough to confront; share the brutal truth
Reaching The Summit
Truth – Care enough to confront; share the brutal truth
Perspective – Know the difference between passion and obsession.
Trust – What matters are the promises we keep, not the promises we make.
Truth – Care enough to confront; share the brutal truth
Perspective – Know the difference between passion and obsession.
Trust – What matters are the promises we keep, not the promises we make.

22. Focus – Managing fear requires focusing on what is important
Reaching The Summit
Focus – Managing fear requires focusing on what is important
Humility – It is important to appreciate the people who helped get you there

23. Principles for Effective Discipline and Corrective Action
Establish just and reasonable rules based on core values.
Communicate rules to all employees.
Provide immediate corrective action.
Create a system of progressive corrective measures for violation of rules.
Provide an appeal process for corrective action.
Preserve human dignity.
Establish just and reasonable rules based on core values.
Communicate rules to all employees.
Provide immediate corrective action.
Create a system of progressive corrective measures for violation of rules.
Provide an appeal process for corrective action.
Preserve human dignity.
Do not charge a rule violation without first knowing the facts.
Obtain agreement that a problem exists.
Avoid negative emotions.
Remember the purpose of corrective action.
Avoid double standards.
Enforce rules consistently and firmly.
Follow the 4-step method for solving performance problems

24. Principles for Effective Discipline and Corrective Action
Do not charge a rule violation without first knowing the facts.
Obtain agreement that a problem exists.
Avoid negative emotions.
Remember the purpose of corrective action.
Avoid double standards.
Enforce rules consistently and firmly.
Follow the 4-step method for solving performance problems
Establish just and reasonable rules based on core values.
Communicate rules to all employees.
Provide immediate corrective action.
Create a system of progressive corrective measures for violation of rules.
Provide an appeal process for corrective action.
Preserve human dignity.
Do not charge a rule violation without first knowing the facts.
Obtain agreement that a problem exists.
Avoid negative emotions.
Remember the purpose of corrective action.
Avoid double standards.
Enforce rules consistently and firmly.
Follow the 4-step method for solving performance problems

25. Four Step Method for Solving Performance Problems
Obtain agreement that a problem exists
Mutually discuss alternative solutions
Mutually agree upon action to be taken to solve the problem
Follow-up to evaluate results and provide encouragement
Obtain agreement that a problem exists
Mutually discuss alternative solutions
Mutually agree upon action to be taken to solve the problem
Follow-up to evaluate results and provide encouragement

27. Nine Key Areas of Leadership
Part 1—The Leadership Equation
Part 2—The power of vision
Part 3—The importance of ethics
Part 4—The empowerment of people
Part 5—Leadership principles
Part 6—Understanding people
Part 7—Multiplying effectiveness
Part 8—Developing others
Part 9—Performance management