Please take 5 minutes and watch this interview with the founder of
the Container Store. He explains, quite simply, the key to 37 years of
compounded 24% growth...People. He is the poster child of 'A' Players that cost
50% more but produce up to 3 times the average player.
Then read on how you can evaluate, coach and topgrade your own
team.
"Don't
send your ducks to eagle school."
- Jim
Rohn
What is a duck? What is a 'C' Player? What's an 'A' Player? How do
I know? Well, I just finished a great book by Peter Roe called "The People Puzzle". I
took the liberty and pulled the following concepts from his book, while adding
a few thoughts of my own to the mix. I highly recommend the book. Read on to
answer the questions above and more.
Survey after survey consistently shows that US employees fall into
one of these 3 categories:
- 20% are Engaged
Employees
- They are committed to doing the right things, right. They are engaged
with the purpose, values and goals of the leader and the group. They want
to work for the common good of the enterprise, they enjoy coming to work
and the work they do.
- 20% are Actively
Disengaged
- These people are committed to doing the right things only when it
furthers their own goals. When it comes to working for the common good
they are totally uncommitted. They usually reject any attempt to engage in
group purpose, values and goals and are quite prepared to do things against
the common good if that gets them what they want.
- 60% are Turning
Up and Going Through the Motions - They have a lower level of
competence and are not motivated to become highly competent. They also
have lower levels of commitment due to lower levels of energy,
self-confidence or ambition; don't or won't identify with group purpose or
values.
How does your team sort out?
Here are the 3 main components we recommend accessing when sorting
out your team:
- Competence - (skill)
having the ability to perform the tasks, actions and functions to achieve
the desired results.
- Commitment- (will) having
the willingness to learn and improve and meet their own standards as well
as the team's. It is a product of an individual belief system and values.
- Engagement - (thrill) is
the response to an invitation to care about someone else's goals, values
and purpose. It is seeking an experience and making a contribution beyond
oneself. It is a matter of thrill.
The first two are inherent in the person. The latter is your
responsibility as a leader to create the circumstances for Engagement.
Let's look at the various combinations and how we Coach/Lead and,
yes, maybe, Top grade each:
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