Embed Size (px)
DESCRIPTION
Increase productivity in your workplace
Citation preview
Increasing Productivity by Aligning
Talent, Accountability, and Culture.
What is your greatest challenge?
How many hours a week do you think about your greatest
challenge?
Productivity is predictable.Very. Predictable.
Rainmaker Performance Synergy
Right TalentJob Fit
BehaviorsValues
Attributes
Right CultureMVV
AccountabilityTrust / Team
Right SystemsCoaching
Performance-Tracking
Accountability
Where Are You Strongest?
TalentSystemsCulture
Big Questions
• Do your employees work for you because they want to or have to?
• Do your employees bring their full selves to work?
• Do your employees know what is expected for them?
Collective Responsibility
All problems walk on two feet…
All problems start at the head…
Right People – Talent
Job Fit Is CriticalJob Benchmark• Behaviors• Values• Attributes
Job Fit
Primary – Top Twenty Percent Secondary – Middle 60 Percent Tertiary – Bottom Twenty Percent
1 2 3 4 5 6 70.00
10.00
20.00
30.00
40.00
50.00
60.00
70.00
Tertiary Average Low Secondary-Tertiary
Secondar Average Primary Average
Months
Sale
s U
nit
s
Job Fit Illustration
2.00 3.00 4.00 5.00 6.00 7.00 8.00 9.00 10.003
503
1003
1503
2003
2503
3003
2021
232
1917
167
446
3104
1872
255
1881
612
256323417
2903
356421
2188
Sales Production to Job Fit Comparison
Job Fit - Scale - 1-10
Annual P
roducti
on
Job Fit Illustration
Hiring talent without a valid personality assessment is guessing.
Job Benchmark Process
Identify Key AccountabilitiesStrategic vs. Tactical
Keeping people in a position who are not a good fit is inhumane and
bad for the bottom line.
Inexpensive post hire Job Fit Test
Ask… “Would I hire Fred again?”
The Poor Job Fit “Life Cycle”
1. Honeymoon2. Confusion3. Accountability4. I Hate My Job and Boss5. I put in my time and deserve a
promotion.
Where Conflict Comes From
Job – Me Conflict
Me – Me Conflict
You – Me Conflict
Employee Engagement
The Key To Employee Engagement is…
Job Fit
Coaching Talent
When you understand “what makes them tick” – you will understand how to inspire / motivate.
You cannot coach what you do not understand.
Coaching without valid assessment information is malpractice.
Rainmaker Systems – Maximizing Performance
Performance Potential - Job FitPerformance AwarenessPerformance AccountabilityPerformance Coaching –
Constant Gentle Pressure
Coaching Talent
Coaching for Improved Team Member Performance
How to level jump existing team member performance
Coaching Process
1. Review Job Fit – Job Benchmark2. Review Behavioral Hierarchy3. Review Values4. Identify Coaching Opportunities
to “counteract” Behaviors/Values
5. Use Coaching Template
Do your employees know your company’s “Due North”
Mission VisionGuiding Values
Company “Due North”
What would your employees say?
Mindset - Culture
- What is your Mindset?
- What is the Mindset of your employee team members?
- Does each team member know what it takes to become the “Obvious Choice”?
Mindset – Team Member
Mindset - Culture
Your talent shapes your Culture.
Do you have the right talent on your bus?
Mindset - Culture
Playing favorites shapes your culture.Avoiding conflict shapes your culture.
Mindset - CultureCommitted or Interested?
Shape The Mindset - Culture Create conflict norms Establish culture standards and defend them Shape your code of conduct Address problems before they become bigger
problems Create Behavioral Style Awareness Stop the bus frequently
Shape The Mindset - Culture
Remove low performers immediately. Create a Culture of Candor Remove low performers immediately. Remove low performers immediately.
Team members who feel valued – act valued.Praise Program “Flexing” - Awareness of Behaviors / Values
Inspiration / Motivation
The Five Dysfunctions of a Team by Patrick Lencioni
How Dysfunctional Is Your Team?
What is lack of conflict costing your company?
What great ideas are not being shared?
What Is the “Great Unsaid”?
Recommended Books
• Winning – Jack Welch• QBQ! – John Miller• How Full is Your Bucket? – Tom Rath / Donald Clifton• Becoming the Obvious Choice – Bryan Dodge / David
Cottrell• The Five Dysfunctions of a Team – Patrick Lencioni
Here to serve
Phone: 701-530-0806
Twitter: @therainmaker
Facebook: The Rainmaker Group Page
LinkedIn: The Rainmaker Group
Email: [email protected]
Chris YoungThe Rainmaker Group
