Six Magic Factors for Great Performance
Well maybe they’re not magic – they’re pretty straightforward. When considered together though, they work magic in helping people to deliver at their best. There’s a jargon-y phrase for what I’m talking about (and I’ll pay money to someone who comes up with a more down to earth description btw) – it’s called Human Performance Improvement. This field addresses the question, how can I best enable the performance of myself and others?
Training will fix it…. Not.
I entered this field through the training world. I knew in my gut that a method for creating productive adult learning experiences existed out there and sure enough I found it. I got my Masters in Learning Psychology and Instructional Technology. I saw quickly though that people wanted training to address issues that training wouldn’t fix. Or maybe it would, but it was the most expensive way to do it.
I can’t stand waste. Inefficient use of resources drives me batty. So I started talking with my clients about the 6 factors that affect how people perform. These factors apply in any setting or industry, for a dispersed remote team or a group working together in-person.
This model is based on the epic behavioral scientist Thomas F Gilbert’s research, and I learned about this specific framing device in a fantastic workshop given by sixboxes.com. This matrix packaged these factors in a really clear straightforward way, better than any I’d seen before.
Expectations & Feedback: Does the person know what’s expected and does s/he get feedback on how they are doing?
Tools & Resources: Does s/he have access to the tools and resources needed to succeed?
Consequences & Incentives: Are there consequences if s/he doesn’t perform as needed? Are there incentives to do it well?
Knowledge & Skills: Does s/he have the knowledge and skills to succeed at the task or role?
Selection/Assignment (Capacity): Does s/he have the capacity to deliver? Or is it a “square peg in a round hole” scenario? (For example, some people just aren’t meant for customer facing roles. This factor is about selecting the right person for the job to begin with.)
Motives & Preferences: Are his/her motives and preferences aligned with the role? (Does the role fit with their motivations and preferences at this particular time? For example, I was willing to work multiple nights a week month after month in my twenties. I’m much less inclined to do so now.)
The factors are numbered for a reason.
The most important is number 1: expectations and feedback. The top 3 are by far the most influential. , Delivering at optimal levels will be almost impossible if you, your team and/or your employees don’t have these 3 factors in place and aligned. Just as importantly, morale might not be at optimum levels either. And that elusive and highly-coveted “discretionary” effort” (giving 110%, going the extra mile, etc.) may not be happening all that much. I could go on.
So the next time you are feeling blocked at work, or you have an employee who is not delivering as needed, think through these elements to get to the root of the problem. Multiple factors may need to be tweaked. Training addresses a lack of knowledge or skill – that’s it. And the best training in the world won’t replace clear expectations & feedback, consequences & incentives, and easy access to the necessary tools & resources.
Cheers to you
More on this in future blogs. Share comments below if you have the urge. Cheers to all of us out there trying to get the best out of ourselves, our employees and out team-mates. And if you want a free consultation to chat through these factors in relation to a specific situation, don’t hesitate to reach out. Onward!