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Leadership for performance

Lou Markstrom | Jan. 22, 2015
How do you inspire others to willingly do what needs to be done?

Give them autonomy and hold them to high standards
When you ask people about the best boss they ever worked for and why, the answer you will get is consistently along the lines of "we discussed what had to be done and then they let me go and get on with it."

Your people need to know that you trust and have confidence in them; that you have faith in them and believe in them. Effective leadership is built on a foundation of trust and requires creating a loyal relationship between you and your team members.

Jointly set clear goals and expectations
High performance requires high buy-in. For this to occur, people need to feel like they were part of the planning. That they established the goal. That it is their goal; they own it!

Not that it was given to them or forced upon them. The more they are part of the planning and goal-setting process, the more accountability you will generate from them toward achieving it.

Evaluate performance based don goals and expectations, not personality
When it comes to evaluating performance, this must be done as a partnership with an intention to build and maintain the relationship. The most important factor in doing this is to evaluate performance based on the mutually agreed-upon goals and to leave personality out.

That is, "the goal was to produce X and what was produced was Y" as opposed to "you didn't do X". This helps to keep emotion out of the conversation and keep it moving forward in a constructive and productive manner.

Keep these tips in mind and start to implement them on a day to day basis and you will start to reap the rewards of a united, driven team that reaches its optimal level of performance.


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