You hire two people with the same qualifications and skills. One succeeds; the other fails miserably.
Part one of Optimizing Performance for Strong Results, a two-part podcast interview with Integrity Solutions’ Mike Esterday, takes an in-depth look at this phenomenon and explores specific strategies you can take to unleash a stronger drive to achieve within your entire workforce.
As Mike explains, rapid change-in politics, government and businesses across every industry-along with increased competition, pricing pressures and product parity have raised the stakes on performance. At the same time, many managers are struggling with how to coach, recruit and work with the growing population of Millennials in the workforce. As a whole, this group has a stronger desire to find purpose in their work, and if they don’t find it, they’re willing to leave. And that means retention has become a pressing concern as well.
The good news is, the issues are connected: If we can light that fire within our people, they’ll not only be more likely to succeed, they’ll be more likely to stay.
Why So Many Training Strategies Miss the Mark
How many people have plateaued in your organization? How many do you believe can move off that plateau and perform at a higher level?
In the podcast, Mike shares that when he asks that second question, the answer he typically gets is about half. But what many managers don’t realize is that lack of belief in their people has a direct and negative impact. People pick up on it, and so they perform to the level that they think their managers expect of them.
“All growth, whether personal or corporate, begins with expanding mental paradigms,” Mike says.
Most people perform at the level they believe they should be performing at, he explains. In other words, our actions, behaviors and even our abilities are bounded by our comfort zones. To improve performance then, training and coaching need to focus on stretching that “area of the possible.”
But most don’t, at least not effectively. Mike explains the simple reason why:
“That soft stuff is hard! It’s a lot easier to teach people product specs, selling techniques, managing numbers and activities. It’s tougher to get at attitudes, beliefs and achievement drive.”
But those factors are the “turbo chargers” for most people’s success.
The other key? A learning process that gets people to learn and practice skills long enough that they become part of their natural behavior.
The Importance of Purpose
Purpose is also a major factor in growing performance, Mike says. Organizations that focus on purpose tend to light that internal fire more. In the podcast, he explores three components to this focus:
- Purpose of the organization: Communicating clearly why we’re in business
- Purpose of the job or team: Lighting the “personal why” by clarifying the purpose of the individual’s or team’s role and how it links to the organization’s purpose
- How that purpose creates value for the customer: Understanding the impact on the customer
This last point is critical. Customers can tell what our intentions are when we interact with them. Are your employees thinking, “How can I get this transaction done?” or “How can I fulfill their needs?”
When people shift their view from believing the purpose of their job is to sell products to believing the purpose of their job is to improve lives, they’ll release more achievement drive, and that will increase the activities they need to do to succeed.
And that, Mike says, is how you create meaningful work.
Re-blogged from Integrity Solutions.