Finding the Cause of Performance Problems

What do you do with a performance problem on your team?

How do you know what is causing your team member and your team to miss a goal or deliverable?

Do you automatically think of it as a people problem, or do you dig deeper?

High performance leaders identify the causes of performance problems in collaboration with the people involved.

If your evidence is pointing to one individual, talk with that individual about what is standing in the way. It may surprise you.

Think of track that runners use during a race. They start in different lanes, but all of the runners share the same track. If it is muddy, it effects them all. If it is in perfect condition, they all have conditions that are conducive to running their best race.

But some will contend for the win and some will simply finish the race. It doesn't make them bad people, it just means that there will almost always be faster runners in the race, and runners that will not quite compete with those faster runners. In a way, that's what makes races.

But every runner in the race is capable of running their best race on any given day. Motivation is a factor, conditioning is a factor, even nutrition is a factor, but all have the opportunity to do BETTER than they usually do.

Now image that race track with hurdles on it. Will the runners run faster or slower with the hurdles there?

What hurdles do your team members have on their track?

What can you as a leader do to reduce the hurdles and optimize the conditions for performance?

Ask your team members -- they probably already know.

-- Douglas Brent Smith

Leadership Teleclasses and Workshops

Comments

Measures Matter

Some people measure quantify first and quality later. Some people measure money first and impact to the team later (not even second!). How you measure productivity might determine your character and your reputation. Put people first. -- doug smith

New Ideas

New ideas won't break you but they can make you bigger. -- doug smith

What You Need

Use what you've learned to become what you need. -- doug smith

Your Reputation

More authority means higher levels of responsibility. More power requires more service to others, not less. What you do with your power is who you will be known as. Also, how you use the power you have creates who people will remember you as. How do you want to be remembered? -- doug smith

Personally

Improving performance does require us to take our work seriously. But it does not require us to take ourselves too seriously. Taking things personally is a waste of self-esteem. -- doug smith

For example

Get good at something that won't obsolete itself. For example: emotional intelligence creating great conversations encouraging people leadership What would you add to the list? Which ones are you developing? -- doug smith

Show Up!

"You've got to be there. Big decisions are being made!" my former boss told me a long time ago. "If your voice is in the room you might be heard..." It was good advice then and it still is. Show up. When there's a goal you're working on and an opportunity appears to advance that goal -- show up. When changes are being made that will affect you -- show up! When it matters to you -- show up. You won't always get what you want by showing up, but you never will if you don't! -- doug smith

The Problem With Compromises

Think about the last time you compromised on something. Whether it was a big compromise or a little compromise, how do you feel about it now? While we often call it "meet in the middle" it seldom does. Compromises are not automatically fair, no matter how implied that fairness is. Someone usually gets more out of a compromise than the person they are "compromising" with. If the low end is you, you don't like it -- and you remember that. If the top end of the compromise is you, you probably forget all about it even though the inequity simmers in the background. Compromises must be constantly revisited because they are inevitably unfair. If you get the chance to balance things out, your relationship will prosper. If you miss that chance, the relationship will suffer. What's your choice? -- doug smith

High Performance Leadership Combination

We can rationalize anything without making it justified. Leaders should always ask: who is this good for other than me? High performance leadership does NOT mean performance at any cost. It means performance that serves a noble cause while also benefiting people. High performance leadership is a combination. Results without relationships are shallow and temporary. Take care of both, and you'll be a high performance leader. -- doug smith

Decide

What do you want? Are you getting what you want? Intention is direction. Decide. And, then go. -- doug smith

High Performance Leadership

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