Team member results need to be assessed on the quantity of work they deliver, the quality of that work, the timeliness of its delivery, and how well they build relationships with team members and external partners as they perform that work.
- Team member results are the return you earn…on investing your leadership capital.…Results should be assessed on the quantity of work…your team members' deliver,…the quality of their work,…the timeliness of the work they do,…and how well they build relationships,…both with their team members,…as well as external partners they work with.…For example, I had a member of my team…who ran a part of my call center.…I assessed him based on…the quantity of work his team was doing.…We also looked at the quality of the work…the team was doing.…
How good were their phone calls?…How good were their interactions with our customers?…I assessed them on the timeliness…of the projects he was assigned.…I also looked at the relationships he was building…and assessed how well is he building relationships…in the call center as well as…how strong are the relationships he's building…with our external business partners…that his call center supported.…To evaluate your team members' results,…you can take the following assessment.…The assessment includes objective observations,…
- 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.