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One of the most significant challenges in today’s business world is
translating organizational success into activities and behaviors that are
required of your workforce. Consider the following:
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What does it
take for individuals to achieve success so that they contribute to your
overall organizational success? In other words, how can you determine
individual success criteria so that they accurately reflect true
performance?
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What do
success criteria such as “leadership” and “innovation” look like on the
job?
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How can you
objectively measure individual success so that it can be encouraged and
rewarded in your organization? |
Well-designed Performance
Management & Development initiatives provide opportunities for your organization to help
employees and leaders work smarter and become more effective. Performance
Management & Development systems provide leaders with a means for communicating
expectations to employees and ensuring accountability. In addition,
well-designed performance criteria and metrics provide legally defensible
bases for making employment decisions.
SHAPE Consulting helps
organizations implement Performance Management & Development initiatives with approaches that
reflect decades of research and practice in maximizing effectiveness. As
some of the key components of our process, we:
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precisely
define performance criteria and metrics through the use of our
innovative Success Modeling process.
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incorporate
all relevant dimensions of performance to provide an accurate and
comprehensive representation of true job performance.
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measure
performance by utilizing multiple sources of feedback, including both
internal and external customers when appropriate.
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evaluate
performance in context, so that situational factors are also considered
when identifying opportunities for improvement.
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design
evaluations that can be integrated components of a larger Performance
Management system, including compensation, training, promotion, etc. |
In addition to enhancing Performance Management
& Development by defining relevant performance criteria, we also utilize our
Success Modeling process together with our Leadership Assessment process to
help organizations manage performance through Leadership Development. Many organizations
promote individuals into leadership roles without adequately assessing their
capabilities to be effective leaders. A common assumption is that if someone
performs well in his or her job, that he or she is also well suited for an
organizational leadership role. Unfortunately, these individuals often enter
leadership roles with little or no preparation, guidance, or support.
Consequently, they can end up as ineffective or counterproductive leaders
due to their difficulty with handling the role's many challenges. In today’s
fast-paced, dynamic business environment, organizational leaders need to
quickly and efficiently develop requisite confidence, skills and abilities.
Determining what needs to be developed is key to ensuring competent organizational leadership.
In order to
facilitate Leadership Development and allow our clients to be more
competitive, we:
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evaluate the
business model, identify strategic imperatives, and determine key
competencies for Leadership success with our Success Modeling Process
and Leadership Assessment Process.
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determine
organizational constraints, training requirements, and individual
potential so that Development is a worthwhile and efficient process.
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focus on
factors beyond formal job descriptions which often have the greatest
impact on work effectiveness and productivity.
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utilize multiple sources of data,
including well-designed, job-relevant assessments, to help identify
development needs.
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integrate
Leadership Development into a comprehensive Performance Management system. |
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