How DO You Manage AND Develop Individuals?

Here's the Deal... Are you up for it?

1. Set clear, mutual, expectations

• on roles, goals and standards of and attendance, behaviour & performance 
  
• on what they can – and should - expect from you
  
• make it clear that, while you can and will help, they are responsible for meeting expectations fully and consistently 

2. Check that they're willing to deliver on expectations

• Make it clear they are in the driver’s seat – it’s their choice

3. RESOURCE the expectations

• If you're not willing or able to provide the resources necessary for success, your expectations are unrealistic and you're setting them up to fail
  

HOW CAN I HELP?

3. Create an environment for success: 

• Build transparency, trust, action, accountability & appreciation
• Talk straight, walk your talk & keep your commitments
• Listen, show respect & loyalty - to their faces & behind their backs
• Make decisions based on evidence, ethics & empathy
• Make assessments based on explicit, valid & fair measures
• Tackle unethical, unfair behaviour & poor performance
• Don’t harass, discriminate, bully or victimise

GREAT JOB! THANKS!

4. Work your guts out to make sure they can and want to perform:

• CAN PERFORM 
• Make sure they get what they need, when they need it, so they can do the job right, first time, every time

 instruction, training and coaching
 equipment & materials
 real-time factual feedback/metrics on how they’re doing
 practical help to solve problems, deal with obstacles & interference

• WANT TO PERFORM 
  

 Select carefully & fairly, discipline carefully & fairly 

 Deliver on your end of the deal: keep a public scorecard on YOUR attendance, behaviour & performance as well as theirs

 Get to you know your people: find out 

*what they’re trying to achieve

*what interests & excites them – help them get that

  *what they’re thinking and feeling about work   

 Make sure they get a fair deal & act on the things that drain,  

    frustrate & demotivate them
 Show that you notice, consider & appreciate them & their performance 
• say thanks, nice job, well done, great effort!
• let your bosses know who’s doing a great job
 Find ways to make work & performance rewarding & worth their while

 Make sure rewards & promotions go to real leaders & performers

I'VE GOT A PROBLEM & I NEED YOUR HELP TO SOLVE IT

5. Turn Problems into Action

Coach when people do badly

Hold people to account: by using

• fair, valid and explicit measures
• reminders rather than reprimands
• decision-making leave rather than leave without pay
• courageous action to do right and right wrongs rather than covering your own behind!