Last week in our blog, we looked at how to turn poor performance into powerful feedback.
We’ve also looked this month at leadership traits, culture types and how each impact on your business in a not-so-positive way.
This week, we’re going to dive deep into how to use a simple model to address four combinations of staff that leads on from last week’s feedback shift.
So what happens if you have staff that are performing poorly, but they also simply don’t care about your business?
Or, on the flipside – they are performing poorly, but they’re huge advocates for your business, they’re putting in extra time to understand what your business (and you as a leader), are all about, and they’re committed to your vision and mission?
The Jack Welch Model is a really super simple tool you can use to quickly size up your team and to identify areas of focus for you as the leader.
It focuses on measuring competence against commitment.
The committed and competent employee is ultimately what we’re striving for.
When your staff are falling under this category, that’s the time to celebrate, that’s the time to recognize, and value.
What do we do?
We reward them.
In fact, this is the type of person you want to model off, to try and build the future profile for your organization.
The second one is they are committed but not competent or not competent in all tasks that they do.
So, what do we do?
We train them.
As a leader, it is your job to try and understand what areas would add the biggest amount of impact if you addressed those areas as a priority
Don’t overwhelm these staff members with too much information, too soon. It’s about starting with one high value behaviour, skill or action that will have the greatest impact on their role.
How can you assist?
If they love the business, they’re hopefully aligning to all of your values that you’ve got within your organisation, so continue supporting by providing the resources and help they need to address those particular performance areas.
The third is that they are competent but not committed.
This is perhaps our most challenging team member to deal with, however it’s important to first address a couple of questions as a leader….
We self-reflect before approaching the situation.
Ask yourself –
“What am I doing?”
“Is there anything I can do to help?”
“Are they in the wrong role?”
“Are they feeling valued or competent in their role?”
“How can I get to the bottom of this and understand the root cause of misalignment? Is there anything I can do to connect and commit?”
This is genuinely the worst thing.
It’s when you have somebody in a role where they:
It’s not great for the individual but approaching that in a compassionate way and helping people move somewhere or find something that really is a great fit for them can be in everyone’s best interests if you look at how you do that.
Click on the video link to find out the answer, as well as how to start moving more of your staff into the top quadrant (competent + committed)…
Ready to get started on building an award-winning culture? Here are three things you can to take action, right away.
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