Former US Secretary of State, Collin Powell made a powerful observation when addressing the 2009 Global Leaders Lecture series. He said, “Everyone in a team knows who is and who is not performing, and they are looking to you as the leader to see what you are going to do about it.”
Making performance visible with RESULTS.com is part of the solution. We then need to "close the loop" by making sure we follow up and discuss performance with our team each and every week:
If we don't acknowledge the people in our team who are performing well, they can feel unappreciated and unrecognized. If we don't confront the people who are under-performing, we create a culture where it is OK to be mediocre.
I often say to clients that, "Accountability is meaningless without consequences". And, "Consequences go both ways"
- What should the consequences be for people who are performing well?
- What should the consequences be for people who are currently NOT performing well?
For more information, see our management training courses to learn our best practices for setting up and managing Metrics, Projects and Tasks.
Head of Strategy and Consulting
PS: We are looking for your best practice ideas to help us all perform better. What do you do that works well in your organization? Please add your thoughts to this discussion forum below. We welcome your ideas and experiences so we can benefit from each other's wisdom.