Breakthrough Performance for Teams

Phillip Ash

Breakthrough Performance for Teams

We have divided Breakthrough Performance for Teams into two parts.  We devote he first half to an approach for managing human performance that we call Breakthrough Performance Management.  The approach to performance management we describe in Breakthrough Performance Management does not focus on evaluating employees - although it does include an evaluation component.  We minimize valuating employees in our approach along with the time-consuming process of documenting what a person did over the past year and how that fits into some artificial "rating" label.  The objective of our approach to performance management is improving performance - not classifying and putting labels on employees.
 
If you are interested in improving organizational performance through people, then Breakthrough Performance for Teams is for you.  Three critical elements distinguish our approach from other performance management programs with which you might be familiar.  First, in Breakthrough Performance Management we begin with a process of drawing performance objectives directly from the organization's strategic intent using a PC-based, group decision support system.  Developing a prioritized list of performance objectives requires many decisions from many senior executives.  We have found a tool called the Analytic Hierarchy Process that makes the kind of group decision-making we need fast and effective.  Second, we have incorporated a competency modeling process into our method of improving performance.  Employees cannot produce breakthrough results unless they have the right competencies.  With competencies representing the potential to perform, we must have a way of producing the discretionary effort required to translate potential into breakthrough performance.  Third, we include a behavior management program based on the principles of Applied Behavior Analysis.  Behavior shaping involves applying modest amounts of positive reinforcement to the pinpointed behaviors that will drive performance higher and higher.  Many applications of positive reinforcement focused on small improvements can produce much more dramatic results than setting stretch goals and waiting for something extraordinary to occur before performers earn reinforcement.
 
The second half focuses on developing and leading teams. In most organizations, teams have become the basic “building blocks” of organizational structure and the key organizational unit of performance.  We begin the second half of this ebook by investigating the team development process and some of the key roles played by the members of effective teams.  One of the greatest threats to a team’s creativity and decision-making is groupthink.  We explored the causes of groupthink and some of its potential solutions.  We also review research-based methods of understanding behavior.  The two research tools we analyze are the Myers Briggs Types Indicator (MBTI) and the Emotional Quotient (EQ).  We illustrate how you can use these tools to develop teams and improve team performance.  Our concluding section is about team leadership.
 
 

 

Breakthrough Performance for Teams   retails for only $39.95, and the ebook is available for immediate purchase and download at BuyMyEbook.com (http://www.BuyMyEbook.com), part of the EbookoMatic Network.

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