managing performance through accountability conversations
Post on 20-Oct-2014
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Our guest speaker, Lenny Pollack, Ph.D., Professor of Practice at Penn State University, will discuss the ways your organization can use accountability conversations at critical steps in the performance evaluation process to influence employee performance.TRANSCRIPT
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Managing Performance Through Accountability Conversations
Lenny Pollack, Ph.D.
Lenny Pollack is Professor of Practice in Penn State’s Department of Labor Studies and Employment Relations. Dr. Pollack develops and teaches online and residential courses in leadership, human resources, and leadership communications.Throughout his career, Lenny has been committed to improving the performance of individuals and organizations. He is a certified executive coach and has expertise in areas of leadership, performance management, survey design and administration, organizational development, group facilitation, change management, and strategic planning.
Before joining Penn State’s College of the Liberal Arts, Dr. Pollack served as the Director of the University’s Human Resource Development Center and Strategic Services and led workshops in leadership, management, planning, communications, and leading change. Lenny has also served as adjunct faculty in the University’s College of Education. Dr. Pollack has developed and delivered educational products for a variety of professionals representing several industries. Instructional programs and performance assessment tools authored by Dr. Pollack have been delivered via classroom instruction, print materials, conferences, self-study, clinical instruction in the workplace, audiotape, and instructional video. Lenny has a Ph.D. in Learning and Performance Systems and an M.Ed. in Counselor Education from The Pennsylvania State University, and a B.A. in Psychology from Indiana University of Pennsylvania.
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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• HRTMS is a Talent Management software company, based in North Carolina that includes:– : an on-line job description
management tool that allows you to maintain accurate &
up-to-date job descriptions
– : an automated system to accurately evaluate employee performance in your unique environment
– : web-based compensation solution that uses your Excel workbooks
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Lenny Pollack, PhD
Executive Coach Professor of Practice, Penn State
June 28, 2012
Managing Performance Through Accountability
Conversations
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Today’s Agenda:Managing Performance through Accountability Conversations• Exploring the Scope of
Performance Management• Establishing Accountability
through Performance Standards
• Sustaining Accountability through Feedback
• Ensuring Accountability by Addressing Shortfalls in Performance
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Scope of Performance Management
• Organizational goals• Job responsibilities• Competencies• Standards• Feedback and notes• Annual review• Development goals• Consequences: Pay-for-performance / employment
status
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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The Role of Performance Standards in Performance Reviews
• Assess progress toward standards of excellence.• Reinforce positive aspects of performance that
exceed standards.• Encourage continued development in areas that
fall short of established standards.
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Overview of Performance Standards
• Derived from organizational goals • Specific expectations for individual employee
responsibilities • Tool for shaping successful employee performance• Criteria for evaluating individual and group
performance
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Example of Links between Goals, Responsibilities, and Standards
Lenny Pollack, PhDLeadership Development & Executive
Coaching
Company goal Improve customer service
Receptionist responsibility
Greet visitors
Performance standard
Greet all visitors with a friendly smile, offer them a beverage, and inform them how long he or she is likely to wait before being seen by a representative.
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Using Standards to Foster Accountability• Inform followers up front of the standards that will
be used to assess performance• Establish benchmarks for desired performance • Increase followers' accountability for meeting
standards and achieving outcomes• Put followers in position to monitor their progress• Basis for employee development: Training,
coaching, and developmental feedback• Criteria for future performance reviews: Did
performance meet expectations?
Lenny Pollack, PhDLeadership Development & Executive
Coaching
All quarterly reports will be up-to-date, submitted by the specified deadline, accurate, and error-
free.
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Examples of Performance Standards• Each rest room will be spotless and fully-stocked
with supplies after cleaning.
• Each client will be greeted politely, offered a hot or cold beverage, and told approximately how long they are likely to wait before being seen by a representative.
• The new project filing system will be fully-implemented by July 1; and files will be searchable by date, client name, and project title with online help available to all users so that all staff are able to use the system without the need for training.
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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More Examples of Performance Standards
• All project team meetings will begin with a review of the meeting’s goal and major discussion topics, adjourn the meeting within 5 minutes of the scheduled time, and conclude with a review of action items that describe individual tasks with due target dates.
• Monthly payroll action forms will be error-free and submitted for the manager’s approval at least two work days before each payroll deadline.
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Managing Performance through Accountability Conversations
• Exploring the Scope of Performance Management• Establishing Accountability through
Performance Standards
Lenny Pollack, PhDLeadership Development & Executive
Coaching
• Sustaining Accountability through Feedback
• Ensuring Accountability by Addressing Shortfalls in Performance
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Three-Step Process for Using Standards to Manage Performance
Plan and prepare in advance to communicate your expectations.
Delegate the task by communicating your specific expectations.
Follow-up by providing feedback to shape successful performance.
1. Plan 2. Delegate 3. Follow-up
Use performance standards that reinforce expectations when you plan to assign tasks, when you delegate, and when you
follow-up with feedback.
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Step 1: Plan and Prepare in Advance
• Right person to do the job?• Room on their plate?• Realistic timeline?• Resources, guidance, and support?
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Step 2: Delegate the Task• Describe the expected outcome.
– Use SMART goals.– Define performance standards.– Specify a completion date.
• Inspire success.– Link the task to the employee’s unique
motivators.– Summarize benefits.– Express your confidence.
• Request commitment. • Emphasize consequences.
Partially adapted from Coleman and Corbett (2006) Sherpa Coaching; and Evans (2008) Winning with Accountability. Lenny Pollack, PhD
Leadership Development & Executive Coaching
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Step 3: Follow-up with Feedback
• Monitor and measure progress. • Give frequent feedback.• Coach for success.• Celebrate accomplishments.• Address shortfalls.
Partially adapted from Coleman and Corbett (2006) Sherpa Coaching; and Evans (2008) Winning with Accountability.
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Managing Performance through Accountability Conversations
• Exploring the Scope of Performance Management
• Establishing Accountability through Performance Standards
• Sustaining Accountability through Feedback
• Ensuring Accountability by Addressing Shortfalls in Performance
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Possible Goals for Performance Feedback
• To inform followers of their effectiveness • To encourage improvement• To reinforce positive behaviors• To reward progressive improvement• To correct negative behaviors• To minimize future surprises• To increase employee engagement
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Characteristics of Constructive Feedback
• Helpful• Behavioral • Descriptive • Specific • Immediate • Continuous • Direct • Discussed • Constructive
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Skill Points for Giving Positive Feedback
• Describe the behavior.• Review the relevant performance standard. • Explain the upside of the positive behavior.• Discuss the employee’s perspective.• Express confidence in the employee.• Thank the employee for their good work.
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Skill Points for Giving Corrective Feedback
• Select an appropriate time and place.• Express your interest in the employee’s success.• Review the relevant performance standard.• Identify the behavior to be improved.• Explain the downside of the negative behavior.• Describe what acceptable performance looks like.• Discuss the employee’s perspective.• Agree on corrective actions.• Ask how you can help.• Express confidence in the employee.
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Managing Performance through Accountability Conversations
• Exploring the Scope of Performance Management
• Establishing Accountability through Performance Standards
Lenny Pollack, PhDLeadership Development & Executive
Coaching
• Sustaining Accountability through Feedback
• Ensuring Accountability by Addressing Shortfalls in Performance
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The Accountability Conversation: ERROR
• Expectation State the Expectation • Results Summarize the Result • Recover Describe how to Recover • Own Own it & Offer an apology • Recurrence Explain how to prevent a
Recurrence
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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The Other-Directed Accountability ConversationExpectation What was your understanding of the
commitment you had made?
Results What do you see as the negative consequences of not getting this done?
Recover What will you to minimize the negative impact and make it right?
Own What do you see as your responsibility in this?
Recurrence What will you do to make sure this doesn’t happen again?
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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The Self-Initiated Accountability ConversationExpectation I know that I had made a commitment
to…
Results I realize my failure to deliver has the following negative consequences…
Recover Here’s what I will do to minimize the negative impact and make it right…
Own I’m sorry that I dropped the ball and let you down…
Recurrence Here’s what I will do to make sure that it doesn’t happen again…
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Building the Foundation for Employee Accountability
When you make commitments to others, model personal accountability and set an example for direct reports by using the process below. • State the expected outcome, deadline, and
standards.• Own it.• Invite others to check-in.• Give advance notice of shortfalls.
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Key Points for Managing Performance through Accountability Conversations• Link standards to goals to increase engagement.• Use standards as a developmental tool.• Utilize standards as review criteria in performance
appraisals. • Follow the three-step process for using standards
to manage performance: Plan, delegate, follow-up.• Follow proven guidelines for giving constructive
positive and corrective feedback.• Remember “ERROR” when addressing shortfalls in
performance.
Lenny Pollack, PhDLeadership Development & Executive
Coaching
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Questions
Managing Performance Through Accountability
Conversations
Lenny [email protected]
Bill [email protected]
919.351.JOBS (5627)
Lenny Pollack, PhDLeadership Development & Executive
Coaching