coachsmart
Monica Pete
Frank Ivy
4 Roles of a High Performance Leader

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Pete the Producer
The action imperative The Producer ensures team members:
✓ Are clear about what is expected of them
for the Producer role is
✓ Meet monthly to monitor progress of goals*
to achieve goals and
✓ See how long-term interests can be realised
objectives aimed at
✓ Have a concrete and written plan
realising the
✓ Clearly see how the things they do at work link to the
organisations vision. team goals
To do this, the *When conducting a regular one-on-one Performance
Manager creates an Planning Session the Producer makes sure:
environment in which ✓ Team Members takes the lead and sets their own goals
Team Members are ✓ Goals are challenging and realistic
involved, motivated ✓ There is a discussion about current performance
and committed. ✓ You brainstorm ideas to close the gap
✓ Actions are recorded, tracked and evaluated
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Ivy the Innovator
The action imperatives The Innovator ensures team members:
for the Innovator role ✓ Avoid tasks not related to their role
are to ensure Team ✓ Use defined, efficient and well organised processes
Members can work ✓ Question current approaches and methods
productively and to ✓ Have a degree of freedom and choice
manage the process
of change.
It is the Innovator’s responsibility to:
To do this, the ✓ Make a point to let people know when a process changes
Manager seeks new ✓ Seek out innovative ways to improve
ideas, focuses ✓ Provide easy-to-use & up-to-date job-aids
attention on ✓ Provide performance data that shows Team Members how
effectiveness and well they are doing
eliminates unnecessary
barriers.
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Frank the Facilitator
The action imperative The Facilitator ensures team members:
for the Facilitator role is ✓ Tap into the expertise and skills of others
to develop Team ✓ Spend time as a group answering the question ‘what can
Members and to we learn’ when things don’t go as planned
balance goal ✓ Are encouraged to develop themselves
attainment with job
It is the Facilitators responsibility to:
satisfaction and
✓ Provide ‘in the moment’ coaching when the need arises
personal growth.
✓ Offer unprovoked constructive feedback
✓ Give Team Members encouragement and support
To do this, the
Manager is helpful,
When conducting a Skill Coaching Session ensure the:
approachable and
✓ Coaching is part of an on-going development plan
empathetic.
✓ Team Member is clear about what they want to learn
✓ Team Member decides which areas they want to work on
✓ Manager asks thought provoking questions and listens
✓ Team Member has written commitments
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Monica the Monitor
The action imperative The Monitor ensures team members:
for the Monitor role is ✓ Feel their contribution is valued and appreciated
concerned with ✓ Receive creative, tailored and unexpected rewards
consolidating and ✓ Support group decisions (even when they initially
creating continuity. disagreed)
✓ Take personal responsibility to improve teams results,
To do this, the ✓ Adhere to standards and minimum expectations.
Manager pays
attention to key
It is the Monitor’s responsibility to:
measures, recognises
✓ Give genuine, specific, non-comparative praise
Team Members and
✓ Recognize those who demonstrate commitment to values
their efforts and holds
✓ Find ways to celebrate accomplishments
everyone
✓ Hold all members of the team to the same high standards
accountable to a high
✓ Follow through on promises and commitments
standard.
✓ Communicate the consequences of specific behaviors.
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High Performance Leader
The degree to which a leader
balances and develops all four
roles determines effectiveness.
Monitor Producer
Higher Performing Leaders* do
more of the things that matter
most, more often and in
harmony with each other.
Facilitator Innovator
In other words:
You need to do all four
equally well.
*based on long term financial and people growth metrics
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