Build a great team of talented people who understand and engage their skills and behaviours to deliver sustainable competitive advantage by continuous performance improvement
Traditional: (or nothing)
The journey to emotionally agile continuous performance development is often started from the status quo of a traditional annual process.
However, I know companies that have no process in place at all – having formed a view that the traditional approach adds at best – no value and often – even worse!
Typically:
- Catching people doing things right… rarely shared across peers and departments, mostly problem or weakness focussed, sometimes formally annually “forced”
- Agreeing agile goals… top down, little flexibility, often appear disconnected to actual real work. Shrug, nod and smile.
1-on-1 Meetings… too busy, initiated from above if at all, no emotional agility, often in response to problem performance, status update. - Reviews/Appraisals… one-way agenda, like being emotionally mugged, data created at time of review, poor quality subjective data, forced.
- Business Outcomes… achieved despite the process, little or no engagement from team, poor business agility, tends to create terrorists. Annual team nausea at the prospect.
I’ve taken key learnings from numerous implementations across different industries, organisations and team cultures to create a guide to implement a continuous approach to performance improvement and coach-ability. This guide is for anybody and any team that has decided to implement a continuous approach to performance improvement and coach-ability.
Resulted in a 10-fold revenue increase
Tim supports our continuous performance development process and leadership development. Our 1-to-1 catch ups all primarily focus on a positive combination of business objectives and team engagement with a customer service values driven culture.
This commercial strategic HR approach has resulted in a 10-fold revenue increase.
Allan Sandilands
Motivates a work force to maximise their potential
Tim is an inspirational leader who motivates a work force to maximise their potential via focussed prioritisation of objectives.
David Page
Developing great leaders means that firstly, you must know yourself… Establish how to work most effectively together as a leadership team and as leaders of their teams. Leadership is a behaviour not simply a job title
I am a brave, sensitive and relentlessly honest mentor in all areas of commercial HR, business and personal development
I offer training and professional development that often separates thriving organisations from struggling ones
Improve the performance of your people, teams and organisation with the world’s most trusted personality instrument, the Myers-Briggs Type Indicator®
As an MBTI certified practitioner, team development and leadership expert, I can help you understand yourself, your team and how to work effectively together...
