Friday 18 September 2020

25 ways to move from performance management to performance energetics

Today’s podcast and post is drawn from my Heart-Leadership book.

Listen to the podcast version of this post

Heart-Leadership is an alternative to people, change and performance management. Today my focus is on performance and 25 ways that you can move from performance management to performance energetics.

Energetics in simple terms means energy quality. Performance Energetics is about sustaining high energy and flow. Sometimes our role is about enhancing energy, sometimes holding it, and sometimes shifting it.

More on Performance Energetics here.

Often following Heart-Leadership work I help my clients to upgrade their performance review system, including eliminating performance appraisals which are one of the all time great energy suckers in the workplace.

Here’s the 25 ways (order not relevant)

1. Stop seeing people as they are.  See people as the can be.

2. Find out what’s really important to your people and help them achieve it.

3. Assess performance not people.

4. Stop trying to manage people.  Instead lead people.

5. Help each employee to create their own personal piece of your strategy execution map.

6. When you assess performance support assessment with data.

7. Provide "feedforward" before feedback and only feedback to people who have asked for it.

8. Focus on standards instead of goals.

9. Discover a shared-view with your employees about where you are (reality), where you’re going (possibility), why you’re going there (purpose), how you will get there (strategy), who will do what and when (execution), how you will keep progress in meaningful work visible (progress), and how you will live your values along the way (culture).

10. Teach people to take responsibility for their intentions, feelings, thoughts and actions and then let them be, aside from ongoing helpful conversations.

11. Appreciate people when they do well.

12. Never confuse a person with their performance.

13. Name the elephants in your rooms.

14. Role model candid and authentic conversations.

15. Never review performance and salary at the same time.

16. See problems as opportunities to innovate i.e. change what’s normal rather than solve the problem and reinstate the status quo (normal).

17. Keep your promises.

18. Praise in public and only ever offer critique in private, and only then when you been asked or there is an agreement in place for such conversations.

19. Share success stories other people can see and feel themselves in.

20. Be a disruptive influence for good.

21. Be fully present in the now.

22. Only have performance conversations about previously agreed actions. Only change actions with agreement.

23. Focus on processes not outcomes, yet assess performance on outcomes.

24. Do your life’s work (see previous) and inspire your employees to do theirs. See this blog post and read the section on the Career and Life-calling Card.

25. Be remarkable at all three pillars of Heart-Leadership: Complete the Check-up below to get started. Please download the Heart-Leadership Check-up here.

Do Your Work.

Be remarkable.


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