BUILD AN EFFECTIVE TEAM BY DEVELOPING YOUR PEOPLE

BUILD AN EFFECTIVE TEAM BY DEVELOPING YOUR PEOPLE Tools and Strategies for Success www. jmagroup. ca Leading. Age Missouri Conference September 2 nd, 2015

Start With a Talent Mindset You need a talented, well-trained, highly-motivated people for your team to reach its full potential www. i-l-m. com

Measuring Talent Performance Talen t Potential

Today’s Objective • To help improve your ability to: Tool: Performance and Potential Matrix Identify Support Develop Tool: Career Development Plan Tool: Heron’s Six Categories of Intervention

Today’s Objective • To help improve your ability to: Tool: Performance and Potential Matrix Identify Support Develop

Our Tool to IDENTIFY: Performance & Potential Matrix Identify Sources: Mc. Kinsey. com, Mind. Tools. com Potential Star Rising Star Performer Underperformer Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member Support Develop

IDENTIFY in Three Steps 3 Potential Star Rising Star Performer Underperformer Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member 2 Select right level of Potential 1 Select right level of Performance Insert name in proper square & take action

Measuring Performance "Does this team member's performance usually… Exceed Expectations? Meet Expectations? Fall Below Expectations?

Measuring Potential Ask yourself… • Has this person demonstrated flexibility and open-mindedness when faced with a new project? • Does this person actively seek out opportunities to learn new skills? • If this person to a more challenging role tomorrow, are you confident that he or she would succeed?

Typical Behaviors of High Potential Employees • Often exceeds expectations • Initiates action and self-motivated • Helpful and cooperative • Effective problem solver • Builds and utilizes wide networks • Strong written and verbal skills • Learns quickly • Big-picture focused

Measuring Potential The more you said “Yes”, the higher the potential High Potential Moderate Potential Limited Potential

IDENTIFY in Three Steps 3 Potential Star Rising Star Performer Underperformer Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member 2 Select right level of Potential 1 Select right level of Performance Insert name in proper square & take action

First up… Performance BELOW Expectations Potential Star Rising Star Performer Underperformer Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member

Below Expectations • Potential Star Rising Star Performer Underperformer Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member – What is preventing progress? – Consider… More training? Mentor? New environment? • Underperformer – – Manage performance & provide regular feedback Monitor for signs of impact on others’ work • Problem Team Member – – Focus on performance, not on development Consider an exit strategy*

Next up… Performance MEETS Expectations Source: Mc. Kinsey. com, via Mind. Tools. com Potential Star Rising Star Performer Underperformer Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member

Meets Expectations • Rising Stars Potential Star Rising Star Performer Underperformer Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member – Two words: Stretch goals – Provide opportunities so they know you notice them • Core Team Member – Often happy where they are – Keep engaged by occasionally offering training and development • Adequate Performer – Offer training and development for critical job tasks – Provide detailed feedback to keep performance on track

Finally… Performance EXCEEDS Expectations Source: Mc. Kinsey. com, via Mind. Tools. com Potential Star Rising Star Performer Underperformer Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member

Exceeds Expectations • Star Performer Potential Star Rising Star Performer Underperformer Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member – Give them lots of responsibility – Push them outside their comfort zones – Consider giving them new processes to design • Key Contributor – Provide stretch goals & new challenges – Monitor for signs of setback/pushing forward too quickly • Trusted Team Member – What motivates them? Provide feedback & rewards to maintain strong performance – Often a strong mentor for others

Activity • Complete the Nine-Box Grid for your team • When you return: Put your plans into motion! • Review regularly for strategy updates & new opportunities

Today’s Objective • To help improve your ability to: Identify Support Develop Tool: Heron’s Six Categories of Intervention

Heron’s Six Categories of Intervention Identify Authoritative Facilitative Prescriptive Cathartic Informative Catalytic Confronting Supportive Support Develop

The Simple Six! Identify “END” “BEGIN” Dictate Restore Educate Enable Challenge Encourage Support Develop

Authoritative Support Identify “END” Dictate Educate Challenge Support Develop Direct the person with specific advice and direction Provide information to instruct and guide behavior Challenge the person’s behavior or attitude • Constructive, not aggressive

Facilitative Support Identify “BEGIN” Restore Enable Encourage Support Develop Help the other person to express and overcome thoughts or emotions that are preventing growth Help the other person reflect, discover, and learn to make more self-directed decisions Build confidence by focusing on their qualities and achievements.

“End” Source: Mc. Kinsey. com, via Mind. Tools. com “Begin” Potential Star Rising Star Performer Underperformer Core team member Key Contributor Problem Team Member Adequate Performer Trusted Team Member Which Type of Support is Best?

Activity • Review the individuals’ names on your Nine. Box grid • Based on current events, determine what type(s) of intervention are needed RIGHT NOW • With a partner, practice giving feedback to the “individuals” on your team

Today’s Objective • To help improve your ability to: Identify Support Develop Tool: Career Development Plan

Career Development Plan Identify Support Develop

Develop SMART goals Identify Support Develop Source: http: //3. bp. blogspot. com

Develop SMART goals Identify Support Develop

Key to Success: Dialogue Identify Support Develop

Find an opportunity Challenge with an “Ask” Provide Feedback Those who succeed over and over are your future Talent Development Process Watch for success

THANK YOU! Contact Derek Fenwick, PT, MBA, GCS Director of Professional Development, Infinity Rehab dnfenwick@infinityrehab. com linkedin. com/in/Derek. Fenwick. PT twitter. com/Derek. Fenwick. PT