Progressive Intelligence Consulting Group
The leaders who work most effectively, it seems to me, never say 'I'. And that's not because they have trained themselves not to say 'I'. They don't think 'I'. They think 'we'; they think 'team'. They understand their job to be to make the team function. They accept responsibility and don't sidestep it, but 'we' gets the credit.... – Peter F. Drucker
Professional Management Development
How to cost-effectively appraise and manage performance, while identifying and developing your leaders and key performers?
Your organization knows that development of employees and effective collaboration between them are business imperatives for continuous improvement. So, how to best do this – while answering the question above?
Irrespective of who runs the typical professional management development program, it is usually a one-off performance appraisal of a group of selected individuals against pre-determined competencies and performance metrics. It consists of a subjective snapshot of their strengths and perceived weaknesses.
The typical approach makes no attempt at aligning desired behaviors or performance to the achievement of team or company objectives. Neither does it constructively enable professional growth, or prompt desired behaviors among employees in the context of their specific roles within a team.
Performance Appraisals & Performance Metrics
As described earlier, the “win-win” for all stakeholders comes from aligning employees' personal goals and ambitions with the company's objectives, so that each side can characterize their success in the other's achievements. Pragmatic management development is built on a set of objectives and metrics to measure success.
The critical issue to address is the “static”, annual or semi-annual implementation of the performance appraisal within organizations, not whether it is the Balanced Scorecard or the 360 degree performance appraisal process.
The key to impacting current organizational performance and implementing a continuous professional management development program is to implement a dynamic, “always-on” Leadership Development and Talent Management process.
Implementing a Dynamic, Continuous Approach to Retaining Key Performers
The case for action on professional management development is self-evident. People need to feel inspired to take part; and few people are by a static, undiscerning performance appraisal process. Add to that, a disjointed professional management development initiative, where the personal wins are unclear or not addressed, and a vague notion of how individual performance improvement collectively contributes to the organization. Aligning performance objectives to professional development targets and organizational objectives provides the essential and practical grounding to make the process work.
Progressive Intelligence's value proposition for a Professional Management Development engagement typically includes the following key differentiators of our method and approach over current in-house practices, and solutions delivered by our competitors.
Dynamic rather than static
Main focus on installing management processes that will drive development as part of day to day work activity
Team-based rather than solely individual
Focus is on developing the skills most needed for the team’s performance
Based on observed performance outputs only
No retrospective root cause analysis as this tends to be speculative and largely subjective
Linked to team performance and industry norms
Performance of each individual explicitly indexed to the team they are a part of and over time, to relevant industry norms
As opposed to the static annual appraisal/assessment snapshots, our unique methodology provides a dynamic and context-sensitive view, based on comprehensive analyses that discover contribution opportunities, against individual, team, and company norms.
The rationale for our proposition is in its three (3) unique solution elements:
By implementing this program, benefits can manifest as soon as 12 months, measured in terms of attrition and retention rates, employee satisfaction, and achievement of individual, team, and company goals.
In each of our client engagements, we identify specific metrics with the help of their HR department, demonstrating how they are impacted by our program, and correlating the achievement of these metrics to the cost of the program.