Assembling a self-motivated and self-directed team gives ownership to people who want to contribute. A project won’t go anywhere if people aren’t motivated to take it on. The story of W.L. Gore and Associates.
Organizations that are deemed ‘Best Place to Work’, ‘Most Admired’, ‘Best Companies to Work For’, and so on, invariably have a very defined and compelling purpose beyond just making a profit or completing tasks. Purpose provides a pathway to success and ensures alignment between the organization and the actions and behaviors of every employee.
There is no question the current state of most performance management processes need to change. However, a rush to change can have a devastating impact on morale and productivity and, in the end, not produce the sustained performance every organization is looking for.
With the future of performance being a network of engagement and performance teams that form, perform and reform as needed to deliver results, it is key to have a model that provides a framework for team success from inception to disbanding.
It is well known that most performance management processes being used today actually promote and measure lagging performance. However, even working in a performance process that might be lagging in nature you can lead your personal performance by doing these “lead where you are” activities.
To truly sustain that next level of performance success in this complex and ever-changing business environment, pursuing your performance requires ongoing performance connections, not in just once or twice a year review cycles.
Nearly every organization is faced with the same issue: How do you retain talent as organizational structures become flatter with little to no upward mobility opportunities? “Career ladders” are collapsing and a new vision for career progression is emerging.