High Performance Leadership
High Performance Leadership is not about short-term targets and KPIs
When you manage by KPIs you miss the point – and you are too late.
Of course, well-chosen KPIs and good, well-aligned systems both support high performance. So does a good strategy.
But for performance, the heart of the matter is behavior. Behavior produces results; KPIs merely measure what the behavior (or lack hereof) produced.
And engagement sprigs from the hearts and minds of people. It is literally created, neuro-chemically, by how you chose to see and feel about things.
In short, if you do not work with the hearts and minds of your employees, you are not a High Performance Leader.
Research supports this point: performance in organizations can be attributed to two main elements – culture and engagement, and leadership (89%, according to ”Human Capital Trends”, 2015).
And when we set out to do something that is not business as usual, failure rates seem to be around 70%. Why? In 75% of the cases, either a) employees do not buy into the new strategy or do not know precisely how to act, or b) leaders do not walk the talk and are no role models for the new ways (McKinsey, 2015).
Fortunately, there are approaches to leadership that help you succeed. In the integrated approach I simply call High Performance Leadership, we make sure that leadership-by-behavior is supported by the right systems, strategies and signals, and that the culture is healthy and supports sustainable High Performance.
Make sure that employees, as well as leaders and teams at all levels, can and want to behave in a way that creates business results in the short as well as in the long term.
“As human beings, we are limited not by our resources, but by our aspirations”.
Gary Hamel, fellow of The World Economic Forum, visiting professor at London Business School.
It may sound complex but we can build High Performance in a simple and structured way.
How high do you aspire to go?
Here is a standardized approach to developing you performance to the next level. We will keep things as simple and practical as possible, making sure we get to implementation on a solid foundation but without undue hesitation.
1. Performance Assessment – analyses and diagnosis
Where are you today, and what is already working for you? Where do you want to go – and what are the relevant challenges and roadblocks? What do we need to do, to get there? We will focus on whatever will make the difference.
2. Identification of relevant performance measurements and parameters
How will we measure your successes and efforts? What relevant measurements are already in place and what else do we need?
3. Designing the most effective Roadmap to get you to the next level
Looking at what is already in place, how can we reshape existing formats (e.g., meetings, feedback systems etc.) and add just what is useful?
• Individual level
• Team and organizational level
4. Implementation of development initiatives
• 1-to-1 coaching and mentoring
• Team-facilitation, meeting facilitation
• Training sessions and workshops
• Redesign of work processes
5. Integration in daily work, follow-up and possible finetuning
Ensuring that what’s new becomes “simply how we do things here” is ensuring you ROI.