Work Performance & Prioritization by Sal LoDico
TRAINING OUTLINE <ul><li>Causes of lack of success </li></ul><ul><li>Responsibilities: ours & our leaders </li></ul><ul><l...
Performance <ul><li>Few people lack desire for success in their job. </li></ul><ul><li>But some never fully achieve it. </...
4 Most Common Reasons People Fail to Perform Successfully   <ul><li>1.  They do not know  WHAT  they are supposed to do. <...
The   What’s ,  How’s ,  Why’s ,  &   Obstacles   of Performance
Performance:  WHAT <ul><li>The  supervisor’s responsibility  is to: </li></ul><ul><ul><li>Define the “what”. </li></ul></u...
Performance:  WHAT   <ul><li>The  employee’s responsibility  is to: </li></ul><ul><ul><li>Understand the “what”  and the “...
Performance:  HOW <ul><li>The  supervisor’s responsibility  is to: </li></ul><ul><ul><li>Ensure employee knows how to do w...
Performance:  HOW <ul><li>The  employee’s responsibility  is to: </li></ul><ul><ul><li>Know the applicable work processes....
Performance:  WHY <ul><li>The  supervisor’s responsibility  is to: </li></ul><ul><ul><li>Explain  why ,  what ,  when  and...
Performance:  WHY <ul><li>The  employee’s responsibility  is to: </li></ul><ul><ul><li>Understand  why ,  what ,  when  an...
Performance :  OBSTACLES <ul><li>The  employee ’s responsibility  is to: </li></ul><ul><ul><li>Recognize and anticipate ob...
ESCALATE <ul><li>If employee cannot resolve an issue/solve a problem, escalate it to the supervisor  IMMEDIATELY ! </li></...
<ul><li>The  supervisor’s responsibility  is to: </li></ul><ul><ul><li>Identify obstacles employee doesn’t see. </li></ul>...
Prioritization <ul><li>PARETO  PRINCIPLE </li></ul><ul><ul><li>commonly called the  “20/80”  Principle </li></ul></ul><ul>...
Prioritization <ul><li>20%  of priorities will give...  </li></ul><ul><li>80%  of productivity/results </li></ul>
Prioritization <ul><li>80%  of priorities will give...  </li></ul><ul><li>20%  of productivity/results </li></ul>
“ 20/80 Principle” Examples: <ul><li>PEOPLE </li></ul><ul><ul><li>20% of the people take up 80% of time </li></ul></ul><ul...
Prioritize or Agonize! <ul><li>High Importance/High Urgency </li></ul><ul><li>High Importance/Low Urgency </li></ul><ul><l...
Prioritize or Agonize! <ul><li>High Importance/High Urgency </li></ul><ul><ul><li>Do these things first! </li></ul></ul>
Prioritize or Agonize! <ul><li>High Importance/Low Urgency </li></ul><ul><ul><li>Set deadlines for completion! </li></ul><...
Prioritize or Agonize! <ul><li>Low Importance/High Urgency </li></ul><ul><ul><li>Do after “High Importance/High Urgency”! ...
Prioritize or Agonize! <ul><li>Low Importance/Low Urgency </li></ul><ul><ul><li>Put aside, but commit “X” amount of time e...
The “3 E’s” of Prioritization Evaluate -What are my   priorities? Estimate -  How much time will they take? Eliminate -  W...
“ Communicate or be  Ex-Communicated!” <ul><li>No  leader  likes surprises, especially  unpleasant  ones. </li></ul><ul><u...
“ Communicate or be  Ex-Communicated!” <ul><li>No  customer  likes surprises,  particularly  unpleasant  ones... </li></ul...
<ul><li>Communicate any problems in keeping commitments  ASAP! </li></ul><ul><li>Anticipate obstacles and communicate ahea...
<ul><li>Communication is the . . .   </li></ul>!
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Work Performance &amp; Prioritization

  1. 1. Work Performance & Prioritization by Sal LoDico
  2. 2. TRAINING OUTLINE <ul><li>Causes of lack of success </li></ul><ul><li>Responsibilities: ours & our leaders </li></ul><ul><li>Dealing with performance obstacles </li></ul><ul><li>Prioritization model </li></ul><ul><li>Communicating </li></ul>
  3. 3. Performance <ul><li>Few people lack desire for success in their job. </li></ul><ul><li>But some never fully achieve it. </li></ul>
  4. 4. 4 Most Common Reasons People Fail to Perform Successfully <ul><li>1. They do not know WHAT they are supposed to do. </li></ul><ul><li>2. They do not know HOW to do it. </li></ul><ul><li>3. They do not know WHY they are doing it. </li></ul><ul><li>4. They face OBSTACLES beyond their control. </li></ul>
  5. 5. The What’s , How’s , Why’s , & Obstacles of Performance
  6. 6. Performance: WHAT <ul><li>The supervisor’s responsibility is to: </li></ul><ul><ul><li>Define the “what”. </li></ul></ul><ul><ul><li>Balance workload (not too many “what’s”). </li></ul></ul><ul><ul><li>Set the “sandbox” borders for each “what” for the employee “how”. </li></ul></ul><ul><ul><li>Require a plan (time frames, measurements, etc.) </li></ul></ul><ul><ul><li>Give input. </li></ul></ul><ul><ul><li>Ensure the employee understands. </li></ul></ul><ul><ul><li>Support the “how”. </li></ul></ul><ul><ul><li>Get progress/status updates. </li></ul></ul><ul><ul><li>Take equal onus. </li></ul></ul>
  7. 7. Performance: WHAT <ul><li>The employee’s responsibility is to: </li></ul><ul><ul><li>Understand the “what” and the “sandbox” (the boundaries within which she/he is able to work). </li></ul></ul><ul><ul><li>Create and provide a plan. </li></ul></ul><ul><ul><li>Provide progress/status updates. </li></ul></ul><ul><ul><li>Communicate about obstacles/problems encountered. </li></ul></ul><ul><ul><ul><li>Offer solutions. </li></ul></ul></ul>
  8. 8. Performance: HOW <ul><li>The supervisor’s responsibility is to: </li></ul><ul><ul><li>Ensure employee knows how to do what needs to be done. </li></ul></ul><ul><ul><li>Provide training so employee has the necessary knowledge and skills. </li></ul></ul><ul><ul><li>Give input. </li></ul></ul><ul><ul><li>Answer questions. </li></ul></ul>
  9. 9. Performance: HOW <ul><li>The employee’s responsibility is to: </li></ul><ul><ul><li>Know the applicable work processes. </li></ul></ul><ul><ul><li>Have or get the skills and abilities to do the job. </li></ul></ul><ul><ul><ul><li>With the supervisor’s assistance </li></ul></ul></ul><ul><ul><li>Ask questions. </li></ul></ul><ul><ul><li>Involve the right people. </li></ul></ul><ul><ul><li>Find better ways of doing things </li></ul></ul><ul><ul><ul><li>(faster, less costly, etc.) </li></ul></ul></ul>
  10. 10. Performance: WHY <ul><li>The supervisor’s responsibility is to: </li></ul><ul><ul><li>Explain why , what , when and for whom . </li></ul></ul><ul><ul><li>Help employee to understand and meet/exceed requirements. </li></ul></ul><ul><ul><li>Answer employee’s questions. </li></ul></ul>
  11. 11. Performance: WHY <ul><li>The employee’s responsibility is to: </li></ul><ul><ul><li>Understand why , what , when and for whom . </li></ul></ul><ul><ul><li>Ask questions. </li></ul></ul><ul><ul><li>Understand customer requirements. </li></ul></ul>
  12. 12. Performance : OBSTACLES <ul><li>The employee ’s responsibility is to: </li></ul><ul><ul><li>Recognize and anticipate obstacles. </li></ul></ul><ul><ul><li>Remove as many of them herself/himself as possible. </li></ul></ul><ul><ul><li>Talk with supervisor about help that is needed with other obstacles/problems. </li></ul></ul><ul><ul><li>Ask questions. </li></ul></ul>
  13. 13. ESCALATE <ul><li>If employee cannot resolve an issue/solve a problem, escalate it to the supervisor IMMEDIATELY ! </li></ul><ul><li>Escalation is not failure on someone’s part. </li></ul><ul><ul><li>We all “hit the wall”! </li></ul></ul>
  14. 14. <ul><li>The supervisor’s responsibility is to: </li></ul><ul><ul><li>Identify obstacles employee doesn’t see. </li></ul></ul><ul><ul><li>Remove any obstacles employee cannot. </li></ul></ul><ul><ul><li>Answer employee’s questions. </li></ul></ul>Performance : OBSTACLES
  15. 15. Prioritization <ul><li>PARETO PRINCIPLE </li></ul><ul><ul><li>commonly called the “20/80” Principle </li></ul></ul><ul><ul><li>useful tool for determining priorities </li></ul></ul>
  16. 16. Prioritization <ul><li>20% of priorities will give... </li></ul><ul><li>80% of productivity/results </li></ul>
  17. 17. Prioritization <ul><li>80% of priorities will give... </li></ul><ul><li>20% of productivity/results </li></ul>
  18. 18. “ 20/80 Principle” Examples: <ul><li>PEOPLE </li></ul><ul><ul><li>20% of the people take up 80% of time </li></ul></ul><ul><li>TIME </li></ul><ul><ul><li>20% of time creates 80% of results </li></ul></ul>
  19. 19. Prioritize or Agonize! <ul><li>High Importance/High Urgency </li></ul><ul><li>High Importance/Low Urgency </li></ul><ul><li>Low Importance/High Urgency </li></ul><ul><li>Low Importance/Low Urgency </li></ul>
  20. 20. Prioritize or Agonize! <ul><li>High Importance/High Urgency </li></ul><ul><ul><li>Do these things first! </li></ul></ul>
  21. 21. Prioritize or Agonize! <ul><li>High Importance/Low Urgency </li></ul><ul><ul><li>Set deadlines for completion! </li></ul></ul><ul><ul><li>Work into your daily routine! </li></ul></ul>
  22. 22. Prioritize or Agonize! <ul><li>Low Importance/High Urgency </li></ul><ul><ul><li>Do after “High Importance/High Urgency”! </li></ul></ul>
  23. 23. Prioritize or Agonize! <ul><li>Low Importance/Low Urgency </li></ul><ul><ul><li>Put aside, but commit “X” amount of time each day, week or month towards getting them done. </li></ul></ul>
  24. 24. The “3 E’s” of Prioritization Evaluate -What are my priorities? Estimate - How much time will they take? Eliminate - What does not have to be done?
  25. 25. “ Communicate or be Ex-Communicated!” <ul><li>No leader likes surprises, especially unpleasant ones. </li></ul><ul><ul><li>“ I forgot to…” </li></ul></ul><ul><ul><li>“ I did not have time to...” </li></ul></ul>
  26. 26. “ Communicate or be Ex-Communicated!” <ul><li>No customer likes surprises, particularly unpleasant ones... </li></ul><ul><ul><li>“ I know I said I would, but I didn’t.” </li></ul></ul><ul><ul><li>“ Could I take care of it tomorrow instead of today </li></ul></ul><ul><ul><li>as I committed to? </li></ul></ul>help ! priorities service
  27. 27. <ul><li>Communicate any problems in keeping commitments ASAP! </li></ul><ul><li>Anticipate obstacles and communicate ahead of time! </li></ul><ul><li>Tell ALL affected parties! </li></ul>
  28. 28. <ul><li>Communication is the . . . </li></ul>!
  29. 29. Questions

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