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| February 2006 |
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In this issue,
please enjoy: The WIN Leader: An Olympic lesson in leadership... WIN News: A Shift in performance improvement... |
| The WIN Leader Tip of the Month |
 An Olympic leadership lesson. He grimaced, dug deep and leaped. One, two, three, four spins. Bang! His foot fell out from beneath, his hand slapped against the ice. A moment later, he was back up, skates flying and face smiling. With that performance, Canada's Jeffrey Buttle won an unexpected bronze medal in men's figure skating at the 2006 Torino Winter Olympics. Give credit to the leaders of the international figure skating association that designed the scoring system. They motivated Jeffrey Buttle to GO FOR IT! Under the new scoring system, skaters are awarded five points for doing a quad jump - that is, spinning four complete times in the air before landing. They are deducted one point if they fall. Even though Jeffrey Buttle is not an expert quad jumper, he went for it. The rewards of trying exceeded the risk of failing. Is this true in your workplace? If your people want to go for it, are they rewarded or penalized? Do they even know what "going for it" looks like? Many leaders fail to set clear expectations of what an excellent standard of performance is. These are often the very leaders who feel frustrated that their people are compliant, routine-oriented and unwilling to try new ways of doing things. What to do. Identify a result you want. A new account called on. Faster month-end reports. Deeper analysis of a problem. A new project kick-started. What is the reward for doing it? A pat on the back? Is that enough? How was the last person rewarded who went for it? What is the penalty for failing? Will they get grief if they work less on something else? It's hard to practice your quad without giving up practice time on something else. No one can do it all. Broad, sweeping, generalized wishes for better performance are nothing more than a fantasy. For real improvements, a leader must pinpoint what they want and make sure the rewards exceed the risk.
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Great News! |
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A great Shift in the world of performance improvement: After five months of development and testing, I am pleased to announce the development of a new performance management system that systematically achieves job performance improvement. This new product is called the Job Expectations System (JES). It is a complete and systematic job description, performance and appraisal system. For more information, go to http://www.performanceshift.com/PerfShiftdescription.htm |
| About Us |
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W.I.N. Leadership
is changing. Our new name is
Performance Shift Management Systems.
We are committed to giving leaders systematic tools
that help people adapt to and achieve new performance goals. Go to
http://www.performanceshift.com
for more information about how we can help you build peak performance. |
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Copyright 2006, All rights reserved.
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