#PerformanceCare #TasteofPerformance

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As a practitioner by trade, I can combine hands on experience with the expertise of technology and leadership to drive a purpose of getting the best performance out of individuals for the benefit of the company.

It’s about making individuals the best at their job. It’s not just about training, it’s about everything around the individual. I am not their technical guru, or CTO I simply ask what is blocking you from doing what we know you can do?  It could be politics, personalities, soft skills, communication skills, or conflict resolution.  I offer team members assistance in removing these blockers so they can focus on quality performance.  My dream in 10 years is to look back and see that companies have created a new division called Performance Care where they lean on coaches outside of the day to day leadership team to give employees the opportunity to drive their growth and development, monitor their progress and celebrate their performance success.  This is Performance Care.  

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Most teams are running too lean which causes an imbalance between delivery and people  When I started my career at EDS, I had 3 leaders: Delivery leader, People leader and Technical leader.  They were all responsible for my growth and success and they were incentivized differently based on results I achieved.  That is hard to find today. Today’s leaders are expected to do the job of the 3 leaders I started out with.  People care and employee development gets the lowest priority and only happens if leaders can put in the extra hours to make time for it.  I want to begin shifting the pendulum back on this.  On demand, fractional coaching for team members through Performance Care solves this. 

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Giving team members their “why” starts by taking the goals and objectives of the company and distilling them down to the department, team and individual. Helping draw tangible conclusions around how every role contributes to the goals ensures that each team member is able to see their contributions. Working towards a common purpose creates synergies and builds camaraderie. Performance Care works with teams to do this. 

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Ok, we have distilled the company goals or objectives down to the individual, now what?  Now we need to create individual development plans for each team member.  An IDP is a template we use to collaborate with team members on where their strengths are and what skill gaps we need to close.  It helps us document an action plan that let’s us go make it happen.   Have training budget constraints? No problem, most of us do. So we get creative through book studies, recorded peer demonstrations and using our change mechanism tool to document inputs, outputs, metrics and feedback to drive performance growth and accountability.  Getting visibility of these action plans in front of leadership then allows us to provide opportunities to team members that maximizes using their strengths and then we can complement them with other diverse colleagues that get us closer to our collective team effectiveness and potential.  This is what Performance Care does for teams.