When you have a domain master on your team, your primary goal is retaining them. Their expertise is invaluable and you don't want them leaving the organization. Make sure they know they're valued for their contributions. Remove obstacles that frustrate them.
- Your Domain masters are in the upper right…of the Leadership Matrix.…You don't have to put in a lot of time and energy…into leading them but you get great results.…With domain masters your primary goal is…to retain them in the organization.…Their expertise is invaluable, you don't want them leaving.…The challenge with domain masters…is you tend to rely on them for a substantial share…of your teams results.…It can be very easy to take these people for granted.…
Your goal with domain masters is to retain…and nurture them.…Make sure they know they're valued…for their contributions.…Remove obstacles that frustrate them.…Make their jobs easier to do.…I had a domain master on my team, his name was George.…We gave him great performance reviews.…We put him up for internal rewards…for the awesome job he was doing.…We got him out of a noisy call center environment…and put him in a much nicer office space.…
We also increased his autonomy and authority to do his job.…I wanted George happy, I wanted to keep him around.…I took action to make sure that he was happy…
- 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.