There are lots of models to draw upon when considering performance improvement.
The model I will use in most discovery situations is the Capstan Blue Performance Framework.
It has utility in a number of different ways:
1. It is useful in assessing a candidate in the recruitment process.
2. It is useful when identifying a particular behavioural or performance shortfall.
3. It is useful in articulating the responsibilities of people in the management chain and in particular the senior roles such as Operations Director or Managing Director.
4. It is a useful aide memoire when identifying performance problems within teams.
5. It is useful in the coaching of your staff particularly for identifying people to delegate to and when a problem in performance occurs.
To paraphrase George Box, the famous statistician (or not so famous as I can almost see the furrowed brow now) ALL models are wrong because they generalise, but some models are useful.
This framework is no different, it isn’t perfect but it is certainly useful.
Lets look at the bottom row.
The 3 blocks are:
K – Knowledge
S – Skill
A – Attitude
On the second row we have:
B – Behaviour
R – Resources
And at the top we have:
P – Performance
If a person is missing the K (Knowledge) of how to do a task then they will not be able to exhibit the successful behaviour.
If a person is missing the S (Skill) of how an action is undertaken, then they will not be able to exhibit the successful behaviour.
If a person doesn’t have the correct A (attitude), then they will not be interested in achieving the successful behaviour.
If all 3 characteristics are present in a person, then there is potential for them to perform and induce a successful behaviour, whatever that behaviour is.
However, even if that behaviour is possible, if the resources aren’t also provided then the required or potential performance level will NOT be achieved.
However, if all of the factors at the lower level are in place, then a level of performance is achieved.
To maximise the performance of any individual, we can improve Behaviour or increase the Resources. As a manager and a leader, there is a decision to be made about maximising the use of people and resources and generally speaking that decision is relatively simple.
You normally have your people on site for a set period of time and so you are paying for their time whether they performance efficiently or not, optimally or not. So effort spent in training and improving your people will lead to more efficiency and effectiveness for the same manpower costs.
If you increase the use of resources, then cost always goes up.
So financially, the best way to improve performance is to invest in your people so that they can be more efficient and give you a better return on your investment in your workforce.
That training, however, must be effective and result in an enduring behavioural change. This requires the spaced repetition that longer term training programmes provide.
For the more senior leader, a potentially more appropriate solution is that of 1-1 coaching where high performance can be enhanced with the correct techniques.
Think about this framework and see if you can identify where the performance improvements can be made in both yourself and your work force and then contact us at Capstan Blue to see if we can help you provide the behavioural change needed to take your business to the next level.
Why settle for what you have, when with some focused effort, you could be what you want to be?
Dare to Aspire