Square pegs have the willingness to do well, but they lack the skills to perform effectively. Leaders have to figure out the root of the performance gap and help the square peg build the skills they need to perform effectively.
- One type of detractor you might deal with is a square peg.…They're going to be in the lower left corner…of the leadership matrix.…You're investing a lot of time and energy into them,…but not getting a lot back in terms of results.…Square pegs have the willingness to do well,…but they lack the skills to perform effectively.…Sometimes it's due to being placed in a new role.…Other times it's a function of them…not having the training or resources they need.…You'll spend a lot of leadership capital on a square peg,…because you need to help them develop and grow.…
You'll also spend that time and energy…on fixing work they're not doing correctly.…Leaders have to figure out the root of the performance gap…and help that square peg…build the skills they need to perform effectively.…You might have a square peg on your hands…if they regularly need rework.…They may ask for time extensions.…And their work needs to be repaired a lot of times.…They're unable to perform core tasks…up to your expectations.…Sometimes they even repeat the same errors.…
- 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.