Shifting Minds Limited  Registered office: Twyford House, 51 Twyford Avenue, London, N2 9NR, United Kingdom. 

Website:  www.shiftingminds.com  Copyright © 2023 Shifting Minds Limited    

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Marie Curie Cancer Care

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Royal College of  Nursing

City and Guilds

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Family Housing

Peabody Trust

World Animal Protection

What a pain - it's appraisal time again!

What if you were managing and coaching for the highest levels of performance? There is an interesting formula:-

                Current performance = Potential - internal / external interence

Attitudes to performance management vary enormously within organisations. There will be managers and team leaders in your organisation who take the whole concept of performance management really seriously;  however there will be others who see it as a necessary chore, almost something that gets in the way of the day job! If you consider the formula above the current performance of any individual is often much below their potential – now we consider this to be a function of interference. This interference can be either a) internal e.g. limiting beliefs or thinking loops that stop us from being the best we can or b) situations in place within the workplace that just stop us from really growing and achieving our true potential.

Firstly we believe that directors, managers and team leaders have to develop their performance management skills and underlying mindset. This kind of development will ensure that they are able to do the following: –

• Schedule and hold meaningful appraisal meetings, where they are able to effectively review past performance and draw conclusions from this review that will help future performance.

• Understand the "golden thread" from their organisations strategic objectives down to their own teams objectives. They will of course be able to set SMART objectives for each individual.

• Ensure that all team members within their span of control have meaningful personal development plans built from a very wide range of activities. (We believe that there are 50+ methods available for meaningful development)

Secondly we believe that performance management is a year-round task and often is best deployed within the context of performance coaching.  The skills of building accountability and responsibility, asking great questions and listening carefully to the answer crucial to the development of individuals. Within the skill of performance coaching also comes the ability to reflect back and summarise what others have said, as well as the ability to give constructive feedback. Using these skills will help with the reduction of internal and external interference.

Here again, mindset is critical: the line manager as coach needs to stop giving  lots of advice whilst asking more questions – thus making their team members work that much harder to solve their own problems. If there was ever an antidote to being constantly required to answer questions/make decisions for your team, it would be to ask them more questions!

Shifting Minds have significant experience in this area; we can help you redesign performance management systems, we can improve the skills of your managers to performance manage more effectively and critically we can teach them to become performance coaches. All of this collectively can help you create a high-performance organisation!