BUILDING A PROCESS FOR

SUCCESS DIALOGUE©

This is where the theory meets the road, and we decide to quit talking about how poor our performance management system – and we build a new one. The following elements apply:

Look at the Structure – Identify groups of people who interdepend with each other in getting real results for the organization.

•	Clarify expectations and results indicators. This includes:

•	Group Results expected

•	Personal Role definitions and responsibilities of each member

•	Core Values for the group – how will we accomplish our results.

•	Define the structure and format for the feedback:

•	Set a schedule for the group to meet together – with everyone to review progress against results and methodologies.(Public)

•	Identify the way feedback will be given (written, verbal, who will take notes, who will review past discussions, etc.)

•	Identify a process where all feedback can be commented on by other members of the group. (Balanced)

•	A Typical approach to providing feedback might be:

•	Have each member state their observations (positive and negative).

•	Record key points made by each person.

•	Allow the each person to review their list and, with the help of the group, select the top 3 areas which require improvement.

•	Have each person clarify the most important outcome they wish to see from the situation.

•	Summarize and set targets for the group and each person.

•	Agree to follow-up date and coaching pairs to help each other.

(Another process is "Help/Hinder")

•	Identify a means of tracking real results and accounting for them with a focus on the outcomes, consequences, and action plans required to improve. (Connected to Consequences)

•	Set a schedule and follow-up for feedback on a regular basis.

•	Start process – try it, review it, learn from it, and get great performance!!!!!