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17 Lifting expectations

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17 Lifting expectations

  1. 1. Under OPD-HCD™ people are not asked to achieve goals. In the sense of performance results there are no expectations placed on people. Goals (KPIs) are the tool to link the daily actions of the person with the strategy. The ideal actions in the role are derived from goals and agreed by the per- son, the team leader of the person, the manager of the team leader and finally signed off by the CEO. (Note: A role is a unique set of KPIs and actions. For example, quality assurance and production su- pervisor may be two different roles assigned to one person, with inherent tension between the roles.) People are asked to commit to their own work life success and satisfaction. In agreeing the role specifi- cations, they agree the ideal actions represent the greatest opportunity for greatest success. Therefore, delivery of ideal actions to standard is the agreed way a person needs to seek success in the job. Accepting the job is acceptance of the ideal ac- tions inherent in the job. If a person is uncomfortable with acting out the ideal actions, yet intellectually they agree that is what is needed, then they have no other ethical choice but to resign. This is exactly equivalent to the CEO resign- ing if they are uncomfortable and cannot live with the strategy directed by the board. If a person does not think the level of results will be achieved by the ideal actions adopted, they should table their opinion and then commit 100% to deliver of ideal actions as specified so that if the result is not achieved, then it is not due their underperformance. The CEO is responsible for roll out of strategy. Apt and accurate ideal actions, via the goal cascade is the only scientific and most effective way of roll- ing out strategy. Therefore, a priority of the CEO is ensuring role specifications apt accurate relative to strategy. The second internal priority of the CEO is ensuring all team leaders are guiding committed delivery of the role specifications to standard. A person is expected to manage their own con- duct at work. The person succeeds if and only if they deliver to standard the agreed ideal actions in the role. The person is NOT responsible for the result, that is the responsibility of the leadership team up to and in- cluding the CEO. If a person delivers ideal actions fully to standard and the goal is NOT achieved, then the person is NOT responsible for that failure. Identifying ideal actions relative to a goal is a cru- cial intellectual task that must not left to just the team leader and person, it is too important. In com- bination with the goal cascade it is the task defining the behaviours necessary from staff to achieve the strategy. The link between ideal actions and goals is determined by the leadership, guided by the HR Function and discussed and agreed with the person accepting the role. Deriving ideal actions from a goal is a task that must be done with the skill that ensures the ideal actions adopted offer the greatest chance of greatest success. Doing ideal actions does not guarantee success, there are always factors beyond the control of the person doing the job. Not doing ideal actions guarantees failure. Once settled, the person accepts the ideal actions as offering them greatest chance of greatest personal work life success, and commits to manage their daily behaviour at work to deliver the agreed ideal actions to standard. The start point of every per- son’s work life success is adopting in mind a game plan for the role derived from the formal role speci- fication of the job. Organization and personal learning. Over time s team will learn which ideal actions work best. This is ‘organizational learning’ and needs to be captured, and the role specifications amended to reflect the learning. As people manage their behaviour to match the ideal actions, they will develop more skill, so they personally learn what they need do, their personal style of delivery of ideal actions, to do it to get best results for them. Non-threatening change management. As the market or strategy changes so the goals may change. If the goals change the ideal actions change. These changes must be recorded first in the role specifications, then discussed with the people. When agreed and signed off by all concerned, then the team leader works with the person to adopt the role specification to build a revised game plan in the mind of the person they then use to guide and manage their behaviour at work. The process of change management is clear, direct and non- threatening to the person. People are expected to strive for their own work life success and satisfaction. People striving for perfect game plans perfectly delivered. Newsletter #17 Lifting expectations Newsletter topics 1. Seeking new thinking. 2. How to double profits. 3. Goal—action. 4. Linking staff action to strategy. 5. Human performance driving results. 6. HR as rollout of strate- gy. 7. Behavioral structure of the organization. 8. Understanding human psychology. 9. Linking people to be- havioral structure. 10. Perfect human perfor- mance. 11. Performance manage- ment moving actual toward perfect perfor- mance. 12. Built in flexibility. 13. A scientifically proven balanced solution to human performance as a driver of results. 14. Redefining engage- ment. 15. Culture. 16. All HR policy changes. 17. Lifting expectation. 18. Redefining leadership. 19. Redefining manage- ment. 20. Why has it not been done before? 21. Stop. Reflect. Chose and improve. 22. Why can’t we do it ourselves? 23. Mind of the CEO. 24. HR as the ‘right hand’ of the CEO. 25. Building a ‘verbal ready’ Executive. 26. Understanding human motivation. 27. Building and imple- menting an integrated motivation policy. 28. Human capital. 29. Finding and develop- ing talent. 30. Choosing better ideas. Reading these newsletters you will gain new insight into how to manage the link between people and your organization so that both benefit by increased results, greater success, increased profits, more fulfilling work, and greater satisfaction. Contact: info@opdcoach.com to meet and explore how this system will lift results in your business. Alternative advise us, do not send, if you do not wish to receive more emails.