1. BUILD AN EFFECTIVE TEAM BY DEVELOPING YOUR PEOPLE LeadingAge Missouri Conference September 2 nd, 2015 www.jmagroup.ca Tools and Strategies for Success

2. Start With a Talent Mindset You need a talented, well-trained, highly-motivated people for your team to reach its full potential www.i-l-m.com

3. Measuring Talent Performance Potential Talent

4. Today’s Objective To help improve your ability to: Support Develop Identify Tool: Performance and Potential Matrix Tool: Career Development Plan Tool: Heron’s Six Categories of Intervention

5. Today’s Objective To help improve your ability to: Support Develop Identify Tool: Performance and Potential Matrix

6. Our Tool to IDENTIFY: Performance & Potential Matrix Under- performer Rising Star Performer Potential Star Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member Sources: McKinsey.com, MindTools.com Support Develop Identify

7. IDENTIFY in Three Steps Under- performer Rising Star Performer Potential Star Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member 1 2 3 Insert name in proper square & take action Select right level of Performance Select right level of Potential

8. Measuring Performance "Does this team member's performance usually… Meet Expectations? Exceed Expectations? Fall Below Expectations?

9. Measuring Potential Ask yourself… Has this person demonstrated flexibility and open-mindedness when faced with a new project? Does this person actively seek out opportunities to learn new skills? If this person to a more challenging role tomorrow, are you confident that he or she would succeed?

10. Typical Behaviors of High Potential Employees Often exceeds expectations Initiates action and self-motivated Helpful and co- operative Effective problem solver Builds and utilizes wide networks Strong written and verbal skills Learns quickly Big-picture focused

11. Measuring Potential The more you said “Yes”, the higher the potential Moderate Potential High Potential Limited Potential

12. IDENTIFY in Three Steps Under- performer Rising Star Performer Potential Star Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member 1 2 3 Insert name in proper square & take action Select right level of Performance Select right level of Potential

13. First up… Performance BELOW Expectations Under- performer Rising Star Performer Potential Star Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member

14. Under- performer Rising Star Performer Potential Star Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member Below Expectations Potential Star – What is preventing progress? – Consider… More training? Mentor? New environment? Underperformer – Manage performance & provide regular feedback – Monitor for signs of impact on others’ work Problem Team Member – Focus on performance, not on development – Consider an exit strategy*

15. Next up… Performance MEETS Expectations Under- performer Rising Star Performer Potential Star Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member Source: McKinsey.com, via MindTools.com

16. Under- performer Rising Star Performer Potential Star Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member Meets Expectations Rising Stars – Two words: Stretch goals – Provide opportunities so they know you notice them Core Team Member – Often happy where they are – Keep engaged by occasionally offering training and development Adequate Performer – Offer training and development for critical job tasks – Provide detailed feedback to keep performance on track

17. Finally… Performance EXCEEDS Expectations Under- performer Rising Star Performer Potential Star Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member Source: McKinsey.com, via MindTools.com

18. Under- performer Rising Star Performer Potential Star Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member Exceeds Expectations Star Performer – Give them lots of responsibility – Push them outside their comfort zones – Consider giving them new processes to design Key Contributor – Provide stretch goals & new challenges – Monitor for signs of setback/pushing forward too quickly Trusted Team Member – What motivates them? Provide feedback & rewards to maintain strong performance – Often a strong mentor for others

19. Activity Complete the Nine-Box Grid for your team When you return: Put your plans into motion! Review regularly for strategy updates & new opportunities

20. Today’s Objective To help improve your ability to: Support Develop Identify Tool: Heron’s Six Categories of Intervention

21. Heron’s Six Categories of Intervention Authoritative PrescriptiveInformativeConfronting Facilitative CatharticCatalyticSupportive Support Develop Identify

22. The Simple Six! “END” DictateEducateChallenge “BEGIN” RestoreEnableEncourage Support Develop Identify

23. Authoritative Support “END” DictateEducateChallenge Support Develop Identify Direct the person with specific advice and direction Provide information to instruct and guide behavior Challenge the person’s behavior or attitude Constructive, not aggressive

24. Facilitative Support Support Develop Identify Help the other person to express and overcome thoughts or emotions that are preventing growth Help the other person reflect, discover, and learn to make more self-directed decisions Build confidence by focusing on their qualities and achievements. “BEGIN” RestoreEnableEncourage

25. Under- performer Rising Star Performer Potential Star Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member Source: McKinsey.com, via MindTools.com “Begin”“End” Which Type of Support is Best?

26. Activity Review the individuals’ names on your Nine- Box grid Based on current events, determine what type(s) of intervention are needed RIGHT NOW With a partner, practice giving feedback to the “individuals” on your team

27. Today’s Objective To help improve your ability to: Support Develop Identify Tool: Career Development Plan

28. Career Development Plan Support Develop Identify

29. Develop SMART goals Support Develop Identify Source: http://3.bp.blogspot.com

30. Develop SMART goals Support Develop Identify

31. Key to Success: Dialogue Support Develop Identify

32. Talent Development Process Those who succeed over and over are your future Find an opportunity Challenge with an “Ask” Watch for success Provide Feedback

33. THANK YOU! Contact Derek Fenwick, PT, MBA, GCS Director of Professional Development, Infinity Rehab dnfenwick@infinityrehab.com linkedin.com/in/DerekFenwickPT twitter.com/DerekFenwickPT