An industry leader in the real estate investment market was looking for an innovative approach to improve performance Cheap Indianapolis Colts T-Shirts , engage employees, and reinforce the unique culture it had built over the last decade. The company felt that the discipline of coaching exemplified the approaches, perspectives, and behaviors they wanted Cheap Indianapolis Colts Hoodie , their managers and executives to demonstrate in their employee interactions. The company asked LSA Global to help them to improve manager and executive coaching capabilities and create an intrinsically motivating work environment to drive engagement and performance.
Goals
The overall goal was to create a company-wide coaching environment and to implement effective performance management systems that would be embraced and consistently used by employees, managers and executives. There were 6 key project principles:
1. Develop a solution that supports and fosters the company's culture 2. Empower managers to be true facilitators of employee development 3. Provide employees with information and tools to take ownership of their performance 4. Eradicate the dreaded, annual (bi-annual) performance review 5. Shift ownership for employee development from HR to executive and manager teams 6. Instill continuous learning and improvement to allow the system to evolve as needed
Challenges
There were several key challenges to overcome:
1. Recognizing that investment institutions rarely have employee development as a top priority 2. Starting on the heels of a prior coaching development initiative that received mixed reviews 3. Overcoming the "flavor of the month" reaction by all employees 4. Getting buy-in from all managers and executives 5. Letting go of long-standing, traditional metrics
Approach
The overall approach of this initiative was to build a coaching Customized Indianapolis Colts Jersey , performance measurement, and evaluation system designed by and designed for the people that would be using it--executives, managers, and individual contributors.
People at all levels were engaged in a collaborative and iterative design process that produced a performance coaching system that would work for their specific needs and environment. The approach also focused on providing a high level of transparency in the change process and in each aspect of development for the new processes and systems. Developing and implementing the new approach included the following 6 components:
1. Assessment: An Assessment of the current situation 2. Coaching: Coaching executives on how to coach their direct reports 3. AMPS System: Developing supporting technology to facilitate the coaching process 4. 360 Evaluation: Developing a 360掳 assessment for cultural and qualitative behaviors 5. Training: Providing training on coaching and all aspects of the new system 6. Compensation: Aligning compensation with the new coaching and performance management system
The detail behind each component is outlined below.
1. Assessment
To ensure the initiative would be successful Cheap Indianapolis Colts Jerseys , we reviewed the existing performance systems, processes, and tools to determine what supported a coaching environment and the company culture and what did not. A cultural survey was used to assess employee satisfaction, values alignment Khari Willis Black Jersey , and potential barriers to success. The assessment surfaced a number of key issues that could pose potential barriers to success, including:
1. Dissatisfaction with the current performance appraisal system, the existing 360掳, and the overall strategic initiative management processes 2. The perception that the current Performance Measurement and evaluation systems were subjective and unfair
Based on the assessment findings Bobby Okereke Black Jersey , the company expanded the initiative to encompass the following additional components:
聲 Greater focus and feedback on employee satisfaction 聲 Goal development and goal management 聲 Performance measurement and metrics 聲 Performance analysis 聲 Developing automated platform to facilitate the above areas 聲 Training in all of the above areas 聲 Aligning compensation with coaching and performance objectives
This broadened and integrated perspective became known as AMPS - which stands for Assessment, Motivation, and Performance System. It is a process for facilitating manager and employee interactions, setting successful goals Parris Campbell Black Jersey , coaching, and motivating. AMPS focuses on ensuring that employees have clear, achievable, and understood goals while helping to facilitate conversations between managers and employees.
2. Coaching
Executive coaching started at the beginning of the project and focused on a simple and engaging process for executives to coach their direct reports and model the desired behaviors. Coaching then expanded down through the organization to both Directors and Managers to create alignment and pull-through.
3. AMPS System
AMPS also spawned a server-based technology platform that manages a 360掳 assessment Ben Banogu Black Jersey , goal development, and a simple performance management process. The system uses a dashboard that both managers and employees access to track goal progress and completion. The dashboard design was based on input from management regarding use and functionality. The final version only contains features used and valued by management. The AMPS system provides the ability to:
聲 Create, track, edit Rock Ya-Sin Black Jersey , and evaluate goals on a weekly basis 聲 Build performance evaluation consistency for employees through detailed expectations 聲 Drive regularly scheduled conversations between managers and employees 聲 Track AMPS Conversations (what we call coaching conversations) between manager and employee 聲 Use a dashboard to access all aspects of the performance system 聲 Have users maintain the system
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03.01.2020 06:51
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