Shifting Minds Limited  Registered office: Twyford House, 51 Twyford Avenue, London, N2 9NR, United Kingdom. 

Website:  www.shiftingminds.com  Copyright © 2016 Shifting Minds Limited    

Registered Limited Company 5003036    VAT Registration 832 3704 46

Helping organisations and people grow Last updated: July 19, 2018
Share on Facebook Share on Twitter Share via e-mail Share on LinkedIn Share on Google Bookmarks

*

*

*

* In partnership with 3rd party

Our clients:

*

People and Partners

Enquiry

020 8374 3985

Our blog…

What a pain - it's appraisal time again!


What if you were managing and coaching for the highest levels of performance? There is an interesting formula:-


                Current performance = Potential - internal / external interence


Attitudes to performance management vary enormously within organisations. There will be managers and team leaders in your organisation who take the whole concept of performance management really seriously;  however there will be others who see it as a necessary chore, almost something that gets in the way of the day job! If you consider the formula above the current performance of any individual is often much below their potential – now we consider this to be a function of interference. This interference can be either a) internal e.g. limiting beliefs or thinking loops that stop us from being the best we can or b) situations in place within the workplace that just stop us from really growing and achieving our true potential.


Firstly we believe that directors, managers and team leaders have to develop their performance management skills and underlying mindset. This kind of development will ensure that they are able to do the following: –





Secondly we believe that performance management is a year-round task and often is best deployed within the context of performance coaching.  The skills of building accountability and responsibility, asking great questions and listening carefully to the answer crucial to the development of individuals. Within the skill of performance coaching also comes the ability to reflect back and summarise what others have said, as well as the ability to give constructive feedback. Using these skills will help with the reduction of internal and external interference.


Here again, mindset is critical: the line manager as coach needs to stop giving  lots of advice whilst asking more questions – thus making their team members work that much harder to solve their own problems. If there was ever an antidote to being constantly required to answer questions/make decisions for your team, it would be to ask them more questions!


Shifting Minds have significant experience in this area; we can help you redesign performance management systems, we can improve the skills of your managers to performance manage more effectively and critically we can teach them to become performance coaches. All of this collectively can help you create a high-performance organisation!








Managing for high-performance

We provide the following training programmes:-



We also provide first class Performance Management Consultancy - to help you re-design your performance management approaches and culture


We also can provide consultancy support to ensure integrated linkages between your performance management approaches succession planning and reward.


For more information, call us now on 020 8374 3985 or email office@shiftingminds.com