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Managing and Maintaining Performance

Written by: Geoff Flemming

Article Overview: The art of building and maintaining teams and managing and maintaining performance is exactly that - an art! For some it is impossible, others a mystery, and yet for some it is second nature!

Managing and Maintaining Performance

Maintaining performance is all about creating the right environment. Perhaps environment should be at the heart of every leadership conversation! Consciously or unconsciously, leaders cultivate the environment in their workplaces. Some are lush climates where other leaders flourish and thrive, while others are toxic environments where people either leave or are reduced to a state of low commitment.

Growth is the yardstick by which you can measure the well being of your organisation's environment. A healthy climate is always conducive to growth.

To gauge your success in setting the climate of your organisation, monitor your people to see whether or not they are growing.

Do I understand what it takes to build a team?
Are my expectations crystal clear?
Do my people understand why what we do is important?
Does my team define success with our clients?
Am I holding my people accountable for performance?
Great leaders are also great coaches, and great coaching will always bring out the best - in the right people. Coaching is all about creating an environment where people are stretched and challenged to be their best. When you create an environment of 'high performance' you will see your people at their best - and sometimes otherwise!

1. Team members who become immediately engaged - Those 'early adopters' who seem to thrive in your new environment. They seek direction, love being part of team, and love that you are moving ahead and have momentum.

2. Team members who will become engaged - Those people who will get it in time. They are slow on the uptake but will often become loyal advocates for any new initiative, and similarly will thrive in a high performance environment.

3. Team members who aren't - Those people who will choose not to participate. They will either overtly or covertly sabotage - sometimes very subtly. These people will become a distraction and will always hold you and the team back. They simply do not respond to good leadership.

The focus for effective leaders is always on number 1's - those who respond immediately. They will create the vortex that will in time draw in your number 2's. Good leadership is required for those who choose not to participate. It is OK when people quit and leave. It is when they quit and stay that you have a challenge!

Accountability always starts with a look in the mirror as poor leadership may have set the stage for failure! Before blaming or disciplining your people leaders should first check their own performance and attitude.

John Maxwell, author of best selling leadership book 'Equipping 101' says "everything rises and falls on leadership".

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Article Tags: Business Coaching, Crucial Conversations, high performance teams, leadership training, motivation



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