This document discusses strategies for leading a high performing team. It presents a model of high performance that focuses on adaptability, ability, attitude, approach, and aim. It also shares results from a survey that found opportunities for improvement in areas like career development, encouragement to use talents, clarity on goals, and recognition. The document then outlines interventions like goal setting conversations, development conversations, and change conversations to boost performance. Finally, it debunks common performance myths and emphasizes that practice only leads to perfection when focusing on strengths.

1. Leading a high performing team
edoMidas HR Forum
23 November 2011

2. 5A model of high performance
Aim
Where are we
going?
Adaptability Ability
How can we
Can we do it?
change?
You
Approach Attitude
How do we go Do we want
about it? to?
2

3. edoHPM Ratings
My manager leads by example
I get praise and
acknowledgement
I get regular feedback
High performance
My manager is interested in my
opinion Average performance
I get opportunities to develop
My manager understands what I
do best
I see how my job relates to the
goals of the company
I have clear goals
0% 50% 100%
3

4. Current trends in Europe
• There was most room for • Managers were rated significantly
improvement in the following areas: more favourably than executives/
- Career development opportunities & leaders on trust (74% vs 51%)
training
- Encouragement to use talents Executive/leaders could most
- Greater clarity on goals (company improve:
and team) and why? Communicating honestly,
- Recognition and rewarding of trustworthiness, acting in alignment
contributions with company values/principles,
linking work to larger company
- Regular specific feedback on
purpose
performance
4

5. 5A high performance interventions
Vision, strategy, purpose
Aim Goal setting conversation
Strengths, development, delegation
Ability Development conversation
Emotional mgmt, positive feedback
A0tude Motivational conversation
Values in action, discipline
Approach Critical conversation
Challenge, innovate, manage change
Adaptability Change conversation
5

6. Performance myths
• Performance management = performance appraisal
Performance management = day to day conversations
• Practice makes perfect
Only when playing to a strength
• Intellect drives performance
Emotions drive performance
• Money is the greatest incentive
People are motivated differently
• We know where we are going
65% of employees unaware of business goals
• Charismatic leaders are most successful
Non charismatic more successful over long term
• I know what’s going on
You know what your people choose to tell you
6

7. Example: Practice makes perfect
• Five weeks after conception
- 1st brain cell
• Eight weeks prior – three years
- 100 billion x 10,000 synapses
• Age 3 – 16 lose connections/pruning
• Strong connections = strengths
• Scope for high performance
Only when playing to a strength