A new aspect I introduced on the Achieving the Best from Performance course yesterday (18/2/11) was H.A.P.HAZARD. This concept came from a strategic review of the business and was related to financial aspects, but it seemed to me to apply very much to human potential.
In terms of performance, there is a difference between a compliance strategy,which is to get them to do what you want them to do, and performance development to enable them to achieve their best. But how do we define what is their best? When we are deciding at what level individuals should perform, there are a number of considerations to take into account:
- What knowledge, skills and attitude do they currently have
- What % of their potential are they currently achieving and why
- How difficult, important and frequent is the task
- What motivates them?
From these, we can determine their potential and define the standards required to achieve that. This creates levels of performance.
Beyond Your Wildest Dream – The vision of their full potential
Highest Achievable Performance – The highest standard they can currently achieve
Satisfactory – What you may accept
Lowest Favourable Performance – The lowest standard you will accept
Failure – All options tried and no potential to improve – exit strategy needed
I imagine most managers would like the Highest Achievable Performance (H.A.P.), so it is important to identify the hazards that might stop a person achieving that. These might be:
- Individual attitude/reliability
- Different priorities
- Job suitability
- Too much to do
- Other things going on in their life
- Lack of
- Self belief/confidence
- Clear goals
- Defined roles
- Tools/resources to do the job
- Constructive feedback
- Motivation – incentive
A lot of these hazards are created by management. As a manager, how might you be hindering individuals achieving their true potential? At what level will you start to manage performance?
Don’t be a H.A.P.Hazard.