You're trying to track employee performance in leadership development. What are the best tools for the job?

In my humble opinion, tools are tools. They serve as the platform, the structure and the process. They could improve the efficiency, the transparency and could even bring the incomparable to almost comparable. What really contributes to the performance development in the end are the people behind the tools, the candid conversations and real interactions.

Performance in current role along with a 360 assessment on technical competence and people management is a good combination to measure on an annual basis.

Individual's performance impacts the performance of internal and external stakeholders and vice-a-versa. This, in turn, impacts the overall organization performance. Hence seeking inputs from stakeholders through tools like 360 degree and 'Macro View Groups' (MVG) contribute to making performance management more objective.

Performance on current role , potential assessment for next role , relevant competency mapping and last but not the least a 360 feedback on leadership skills can give a holistic approach to this whole process . Then with these inputs IDP ( Individual development plan ) can be made and monitored time to time . This can be done once in two years .

Given my experience in leadership development and executive coaching, I can attest to the importance of these performance management tools. However, it's crucial to remember that while these tools provide valuable data and structure, they cannot replace the human element of leadership development. Personalized coaching, empathy, and understanding are key to truly transform leaders and boost team performance. I love to use AIGROW (my adapted GROW model) coaching tool. And for feedback, I use STAR/AR. These 2 together will empower your coachee.

I believe the best way to measure a teams performance is seeing their growth and increased effectiveness in their roles. Its important to have dedicated time in 1:1s to focus on development and celebrate successes along the way. I’ve always told my team that my goal is to build their resumes year after year.

Tools are always important but structured feedback whether it be through 360 surveys or simply asking specific questions from a variety of people are useful as they provide a perspective that leaders can then use gif themselves to understand if their development is having the impact desired

There are so many great tools and different approaches to performance management. However performance management in many ways has become quite impersonal. Whether it's to manage someone's performance to improve or toward promotion, I think many may agree that it's become a series of systems and formal documentation that are quite detached from the experience they are attempting to support. Understanding an individual's currency, or what they truly value personally in their role, can help build trust and allow the employee to confidently engage in the process. If the employee just thinks that we are all "going through the motions" and that there is no real value to the exercise, they will not trust it or engage in a meaningful fashion.

Fully endorse coaching as a tool for leadership development. Beyond SMART goals, coaching empowers employees to create a compelling well-formed outcome, grounding them in their reality and guiding their action planning. Coaches offer valuable feedback, stimulate critical thinking, and provide motivation. This collaborative partnership is instrumental in overcoming barriers, fostering skill development, and nurturing a continuous improvement mindset. Integrating coaching into the performance management toolkit is key for effective leadership development. In previous roles, I integrated coaching into leadership programs and applied a coaching approach to embed DEI and inclusive leadership in people practices.

Before choosing tools, make sure they are user-friendly, intuitive, traceable and accessible for both managers and employees.

Prior to selecting tools, it is imperative to ensure their user-friendliness, intuitive design, traceability, and accessibility for both managerial and employee use. These criteria are foundational in fostering a seamless and effective performance management system within our organizational framework.

L'un des meilleurs outils que j'ai appris lors de mon parcours en Leadership Humanitaire avec @DeakinUniversity et le @CHL, c'est l'APA (l'apprentissage par l'Action). Il s'agit de créer un cadre entre pairs ou possiblement collegues qui permet de centrer l'attention sur un membre du groupe qui expose son défi ou son problème et sans jugement ni prise de position, les autres le questionnent de sorte a lui permettre de mieux cerner sa propre préoccupation et élaborer un plan de travail sur la situation exposée. C'est un excellent outil de coaching entre pairs.

What is your goals ? ? Improve team performance and workplace harmony ? Reduce employee turnover and disengagement ? Select people most likely to succeed for each role and team ? Improve communication and relationships between employees ? Build a consistent and strong culture of openness, growth, and care.

The best performance management tools are your eyes and ears, working in tandem with your words and actions. The power of observation and empathic coaching cut through the clutter to create a uniquely valuable development experience.

In my personal opinion, there are many useful tools. However, I have been able to see how the best and most sophisticated tools in the hands of leaders without skills have been a failure. Data and measurements are for sure very important, but we cannot forget that they must be at the service of the development of human potential in a Company. As a conclusion, choose any tool but ensure the training and proper use of the leaders who are going to work with it. I think that's the key.

When implemented effectively, assessments like the Big Five, Hogan Personality Inventory (HPI), Predictive Index, DiSC, and 360-degree feedback can identify a leader’s current KSAOs and pinpoint gaps. This data-driven approach helps us determine the ‘what’ to develop. The ‘how’ is often where many programs fall short. Leveraging an LMS or E-Learning platform with robust content, coupled with relevant job rotations, stretch assignments, and action learning projects, can develop leaders more effectively and drive organizational performance. Additionally, implementing a strong coaching culture across the organization is key for all employee development.

Performance tools are just that tools and only as good as the information you 'feed' it. There is so much data to capture so spending time ensuring you are ' feeding' and 'capturing' the right information is key for measurement. What you need, why and the benefits are key questions to ask yourself at initial stages.

The key to using these tools is consistency and collaboration. Use them with the employee when setting goals and use them to document performance topics - excellence, opportunities and things that are as expected. Encourage the employee to make progress updates throughout the year- and let them know it is ok talk about performance!

Performance management tools offer many benefits for employees, making them valuable assets in today's dynamic work environment. Consider this: 1) Clearer understanding of expectations: Performance management tools can help employees understand what is expected of them in their roles. 2) Development opportunities: Performance management tools provide employees with regular feedback on their performance, along with opportunities for development and growth. 3) Increased sense of ownership and accountability: When employees are involved in setting their own goals and tracking their progress, they feel a greater sense of ownership and accountability for their work. This can lead to higher levels of motivation and engagement.

A performance management tool helps in building a pricelessly happy workforce. That I (employee) know what I need to do, vs. and that it is visible, and recognized, makes me want to do more. That my (boss) team knows what they need to do, how and by when, and how their efforts will be reviewed and rewarded, on an ongoing basis; makes me a highly effective macro-manager. ~Individual talent wins games, but a team wins championships.~ #performancemanagement #team #organizationdesign

S?o muitos os benefícios da utiliza??o de ferramentas de gest?o de desempenho no dia a dia profissional, porém elas podem trazer informa??es e levantar quest?es que n?o s?o vistas em um processo de contrata??o. As vezes elas podem levantar mais informa??o de um colaborador que os gestores as vezes n?o conseguem ver no dia a dia. Levantar debilidades técnicas ou comportamentais, esclarecer as potências sobre perfis e e atividades. Desta forma ela traz mais assertividade no atingimento de metas e objetivos pelas empresas.

As ferramentas de gest?o de desempenho para desenvolvimento de lideran?as s?o investimentos estratégicos que geram diversos benefícios para sua organiza??o. Entre as principais vantagens, podemos destacar: 1. Aprimoramento do Pipeline de Lideran?a 2. Aumento da Performance e Produtividade 3. Fideliza??o de Talentos e Clientes 4. Cultivo de uma Cultura Positiva 5. Alinhamento com Metas e Objetivos

In addition to all of these, if used well, tools can contribute to overall company performance analysis, they can aid evidence-based decision making and help with standardising how performance management is done across teams, departments and geographies. As companies grow, organic and anecdotal performance management systems on their own simply do not work and making sure that quality solutions are used well can make a significant difference for the overall management and leadership of the organisation. Plus, the recorded aspect of it serves as evidence for learning, growth, development and promotion, but also for audit purposes, dealing with poor performance and any legal issues or disputes - which are often not talked about.

Regardless of the tool you use, there are two key factors to keep in mind: 1. Manage expectations and aim for consistency in the experience for employees and managers. Even less intuitive structures can be navigated with little resistance if you follow this step. 2. All systems are applying an inhuman structure to a fundamentally human process. Remember WHY these tools and structures exist - to remind us to pop our heads up from the day to day work and check in on where we are and where we’re going as well as to give us the opportunity to track progress over time.

When choosing what data to capture in performance management measurement, consider metrics related to worker wellbeing and culture. Measuring employee wellbeing in the workplace and culture can help you get to the root causes of energy and engagement that drives performance. By measuring standard performance indicators as well as drivers of wellbeing in the culture, you can begin to tailor interventions for sustainable high performance culture and a personalized approach to individual thriving in the workplace. By addressing both, you will become a great place to work and do good while doing well.

There’s no better ‘tool’ than paying attention, and no better way to understand how someone is ‘developing’ (whether we should want or need them to is another question, and against whose criteria?) than listening, observing, inquiring, responding. Most importantly, give space for someone to flourish, and see what comes. Ditch the scorecard! We’re people, not robots.