Square pegs tend to take to coaching and development eagerly and performance can improve quickly with the right intervention. Some square pegs, however, are lacking in skills that make them effective team members. In those instances, moving the person to a new role can be the best option.
- Square pegs occupy the lower left corner…of the Leadership Matrix because you're putting in…a lot of time and energy helping them build skills,…but they're not yet delivering the results you expect.…Developing square pegs can be fun.…It can be rewarding.…These people want to perform well.…Your job is to coach and develop them…to help them build those required skills.…Square pegs tend to take to such coaching…and development eagerly.…Their performance can improve quickly…with the right intervention.…
Some square pegs lack the skills…that are going to make them effective.…In those instances, sometimes moving a person…to a new role can be your best option.…Your goal with a square peg is to fill their skill gaps.…Communicate your performance expectations of them…and where they're performing relative…to those expectations.…Let them know that the status quo is not sustainable.…They need to improve their performance.…Identify the skill gaps they need to fill.…
Build a plan with that individual…for how they're going to improve those gaps.…
- Recognize the Leadership Matrix and four ways to assess a team member's results.
- Classify performance patterns into the four quadrants of the leadership matrix.
- Select appropriate performance improvement techniques for eight performance patterns.
- Name the eight common performance patterns and recall how to identify them.
- Describe different ways to lead and motivate associates within the eight different performance patterns.
- Recognize the three major time allocation pitfalls that leaders face.