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www.ColemanEnnis.biz
Maximize the Productivity of Your Organization:
Design and Benchmark Key Roles
In this session we will:
Understand the context & importance
Learn a process for defining key accountabilities
See a tool that defines and assesses competencies
Review the 3 different types of competencies
Identify next steps, tools and resources for you
Today’s Context
“The challenge of business today is to provide more with fewer people, for customers who demand more for less.” -Bill Bonnstetter, founder of TTI
7 Purposes for Benchmarking a Role
1. Leader/Manager clarity 2. Ensures alignment with your strategic plan3. Ensures alignment between team members4. Employee knows what you do & don’t want them to do5. Framework for performance management6. Streamlines your staffing process7. Selects the best candidate for the role
The Payoff - ROI
• Eliminates costs of non-value added work (Lean estimate-90%)
• Ensures all your precious resources dedicated to the strategies and actions in your plan
• Provides strong decision making tools that help you optimize your human capital
Distinctions:
Job Role
Job Description Key Accountabilities
Competencies Skills
VS.
Benchmarking the Role - Process
Clarifying and defining key accountabilities
CLARIFYING
Benchmarking the Role - Process
Clarifying and defining key accountabilities
Describing performance requirements in terms of personal characteristics- behaviors, values and personal strengths.
CLARIFYING DESCRIBING PERFORMANCEREQUIREMENTS
Benchmarking the Role - Process
Clarifying and defining key accountabilities
Describing performance requirements in terms of personal characteristics- behaviors, values and personal strengths.
Assessing employees and candidates personal strengths, behaviors and values.
CLARIFYING DESCRIBING PERFORMANCEREQUIREMENTS
ASSESSING
Benchmarking the Role - Process
Clarifying and defining key accountabilities
Describing performance requirements in terms of personal characteristics- behaviors, values and personal strengths.
Assessing employees and candidates personal strengths, behaviors and values.
Evaluating the fit or lack of fit between the person and the specific role.
CLARIFYING DESCRIBING PERFORMANCEREQUIREMENTS
ASSESSING EVALUATING
Benchmarking the Role - Process
Clarifying and defining key accountabilities
Describing performance requirements in terms of personal characteristics- behaviors, values and personal strengths.
Assessing employees and candidates personal strengths, behaviors and values.
Evaluating the fit or lack of fit between the person and the specific role.
Communicating expectations and making ongoing assessments of individual's capabilities and development needs.
CLARIFYING DESCRIBING PERFORMANCEREQUIREMENTS
ASSESSING EVALUATING DEVELOPING
Benchmarking the Role - Process
Clarifying and defining key accountabilities
Describing performance requirements in terms of personal characteristics- behaviors, values and personal strengths.
Assessing employees and candidates personal strengths, behaviors and values.
Evaluating the fit or lack of fit between the person and the specific role.
Communicating expectations and making ongoing assessments of individual's capabilities and development needs.
CLARIFYING
• Identify no more than 5 key activities
• Make them SMART: Specific, Measurable, Action Oriented, Realistic, Timed
• Weigh the importance of each
• Define the amount of time to be spent on each
THIS IS THE TEST: If the person in the role completed “these 5 things” you would forgive them if ALL OTHER tasks were not completed.
Clarifying Key Accountabilities
Bookkeeper Example
• Maintain AR at a maximum of 45 days on 95 percent of customers. 30 percent
• Maintain computerized wage reporting so job costing can be obtained. 20 percent
• Ensure Accountant has all needed reports by the 10th of the month. 10 percent
• Keep AP within 35 and 45 Days. 10 percent
• Prepare, and track annual budget and forecasts and provides management with the needed analysis reports on a monthly basis. 10 percent
Developing Key Accountabilities
Key Accountabilities
Company Name: _______________________________________________________
Position: _______________________________________________________
Stakeholders:
(those people who understand or have a stake in this position doing well)
______________________________________________________________
_______________________________________________________________
Key Accountabilities: (no more than 5 measurable things that if the person in the position was doing them you would forgive them for all other things)
1. _______________________________________________________________________
_________________________________________________________________________
2. _______________________________________________________________________
_________________________________________________________________________
3. _______________________________________________________________________
_________________________________________________________________________
4. _______________________________________________________________________
_________________________________________________________________________
5. _______________________________________________________________________
_________________________________________________________________________
Key Accountabilities Ranked and Weighted (prioritize them from the above list and give a percentage of their importance)
_____________________________________________ ________%
_____________________________________________ ________%
_____________________________________________ ________%
_____________________________________________ ________%
_____________________________________________ ________% THIS TEMPLATE AVAILABLE at www.BenchmarkRole.com
The key to successful individual excellence
lies in the combination of a person’s behaviors, values and personal talents.
Benchmarking the Role - Process
Clarifying and defining key accountabilities
Describing performance requirements in terms of personal characteristics- behaviors, values and personal strengths.
Assessing employees and candidates personal strengths, behaviors and values.
Evaluating the fit or lack of fit between the person and the specific role.
Communicating expectations and making ongoing assessments of individual's capabilities and development needs.
DESCRIBING
Describing the Performance Requirements
“If the Job could talk” it would identify:
• Knowledge
• Hard skills
• Behavior
• Values or Motivators
• Personal Attributes or Soft Skills Talents
TriMetrix© is a tool that can be used to scientifically capture and measure 37 distinct factors of Performance:
Behavioral:
• Frequent Interaction with Others
• Versatility
• Customer Oriented
• Frequent Change
• Analysis of Data
• Urgency
• Organized Workplace
• Competiveness
Personal Strengths:
• Accountability for Others
• Conceptual Thinking
• Conflict Management
• Continuous Learning
• Customer Focus
• Decision Making
• Developing Others
• Diplomacy and Tact
• Empathetic Outlook
• Flexibility
• Goal Achievement
• Influencing Others
• Interpersonal Skills
• Leading Others
• Planning and Organizing
• Problem Solving
• Resiliency
• Results Orientation
• Self Management
• Self Starting Ability
• Teamwork
• Personal Accountability
• Objective Listening
Values (Rewards/Culture):
• Theoretical
• Traditional/Regulatory
• Individualistic/Political
• Utilitarian/Economic
• Aesthetic
• Social
Trimetrix’ reporting capability and breadth is a significant source of value for leaders needing information to ground their decisions.
Lets take a look at the some of the reports…
SAMPLE: JOB BENCHMARK
SAMPLE: JOB BENCHMARK
SAMPLE: JOB BENCHMARK
SAMPLE: TALENT ASSESSMENT
SAMPLE: TALENT ASSESSMENT
TTI Special Offer for April
• Benchmark as many roles as you want, with as many stakeholders. FREE. (Unbelievable offer!)
Key accountabilities are critical to a good benchmark, and now you can have the knowledge!
Find Resources and Tools online
Find Resources and Tools online
3 Ways to Get Value From this Webinar
1. Create key accountabilities for your role to add focus and clarity to what you should be doing and delegating.
2. Go to http://www.colemanennis.com/fre-leadership-style-report/ and take the free leadership style assessment yourself.
3. Develop key accountabilities and take advantage of the free offer to benchmark them for current roles @ http://www.colemanennis.com/perform/defining-superior-performance/
About UsColemanEnnis, LLC works with organizations of all sizes, helping business leaders achieve their vision by making their people, processes and technology as effective and efficient as possible. We specialize in helping organizations transform themselves; evolving their products and services for the rapidly changing marketplace, and adopting new ways of working to ensure competitive advantage.
MAUREEN ENNIS , President, CPBA, CPVA, CPTACertified Professional in Behaviors, Values and TriMetrix
Maureen Ennis is a dynamic change leader with a unique blend of expertise in strategic planning, human resources and technology. Maureen has over 20 years of corporate experience with Honeywell and Prudential in Human Resources and Information Technology. She consults with large corporations in the midst of organization transformation, and works with private business owners looking to leverage their human capital.
Maureen is a certified distributor of the unique TTI TriMetrix © system. This offers a unique system that examines all three areas of human performance: the why, how and what which drives each of us. Maureen also holds certifications from The Alternative Board as a facilitator and strategic business leadership coach. She has completed Honeywell’s Black Belt program, the Center for Creative Leadership’s HR Leadership program
aligning people, processes & technology
People
Process
Technology Ch
an
ge
Process – the way people do their jobs and business gets done
Technology –the tools used for people to do their jobs
People – the resources that affect and are affected by the change
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