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tdp_1:md-tdp1-adas [2025/02/19 11:09] lichao |
tdp_1:md-tdp1-adas [2025/02/19 17:11] (当前版本) lichao [Summary & action planning] |
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| ==== Addressing underperformance ===== | ==== Addressing underperformance ===== | ||
| - | + | ||
| + | === Low performer vs underperformer === | ||
| + | |||
| + | {{: | ||
| + | |||
| + | === Causes and impacts === | ||
| + | |||
| + | What causes underperformance? | ||
| + | |||
| + | * Concentration on deficits | ||
| + | * Poor fit to the job/role | ||
| + | * Unclear expectations and priorities | ||
| + | * Lack of support / ignoring | ||
| + | * Personal problems | ||
| + | |||
| + | What might be consequences for associates? | ||
| + | |||
| + | * Frustration | ||
| + | * Disengagement | ||
| + | * Feeling not appreciated | ||
| + | * It does not make sense to invest too much effort | ||
| + | * etc. | ||
| + | |||
| + | === Can === | ||
| + | |||
| + | - May能不能 | ||
| + | * Does the associate have necessary or perceived mandate to fulfill the tasks? And do the stakeholders know about the mandate? | ||
| + | * Who and how can support? | ||
| + | * Does the associate feel fully empowered? | ||
| + | * Is the task meaningful? | ||
| + | - Want愿不愿 | ||
| + | * Is the associate willing to perform the task or carry out the role? | ||
| + | * Does the associate have enough self-confidence? | ||
| + | * Is the associate aware about his/her own strength? | ||
| + | * What can you contribute to the associate' | ||
| + | - Can会不会 | ||
| + | * Does the associate have necessary skills, competences, | ||
| + | * How can the necessary skills be acquired? How environment can be influenced? | ||
| + | |||
| + | === 6 Steps to address underperformance === | ||
| + | |||
| + | |||
| + | - Establish Contact | ||
| + | * Time: sufficient, with buffer | ||
| + | * Place: private meeting room (booked in advance) | ||
| + | * Build rapport (trust, appreciation, | ||
| + | - Name The Topic | ||
| + | * Topic: underperformance in XXX | ||
| + | * Impact on Bosch, customers, team, associate self: positive benefits if performance is improved, and negative consequences if not improved | ||
| + | - Talk About It | ||
| + | * Discuss examples of underperformance: | ||
| + | * Listen to the associate and respond with respect & empathy | ||
| + | * Agree that performance improvement is needed | ||
| + | - Find A Solution | ||
| + | * Explore together the causes for underperformance: | ||
| + | * Discuss possible approaches to address the identified causes, linking to associate’s strengths and motivation | ||
| + | * Discuss support needed | ||
| + | - Find An Agreement | ||
| + | * Agree on actions to improve performance | ||
| + | * Agree on ways to evaluate improvements | ||
| + | * Agree on follow-up meetings and timing | ||
| + | * Have associate summarize the agreements reached | ||
| + | - End The Conversation | ||
| + | * Emphasize on importance of high performance | ||
| + | * Show confidence in the associate to improve performance | ||
| + | * Reconfirm support to associate | ||
| + | * Block calendar for next follow-up meeting | ||
| + | |||
| + | === Magnifying effect of attention === | ||
| + | * Studies show that managers still devote a great deal of time to improving associates' | ||
| + | * What do associates with good performance feel about it? | ||
| + | * As your time is limited, it is better invested to multiply best performance. | ||
| + | * While underperformance must be clearly and timely addressed. The actions must be taken quickly. | ||
| + | |||
| ===== Development Dialog: develop the people ===== | ===== Development Dialog: develop the people ===== | ||
| - | ===== Summary & action planning ===== | + | Intelligent use of available resources |
| + | * Apply existing strengths in a new context | ||
| + | * Checking the overstressed strengths | ||
| + | * Identifying and utilizing unused strengths | ||
| + | * Work on weaknesses when they get in the way | ||
| + | |||
| + | ==== Example | ||
| + | |||
| + | **Business requirements**: | ||
| + | * Need to launch more innovation projects by leveraging cross function expertise | ||
| + | |||
| + | **My Strengths**: | ||
| + | * Finds solutions quickly when experiencing barriers. | ||
| + | * Collaborates intensively with other teams and colleagues. | ||
| + | |||
| + | **Feedbacks to Ben**: | ||
| + | * “Ben has shown strong proactiveness.” | ||
| + | * “Ben is a confident decision maker.” | ||
| + | |||
| + | **Development goal** | ||
| + | * "Lead a cross functional project to success in the next 6 month with visibility to senior management." | ||
| + | * Successfully building on existing strengths | ||
| + | - Fostering cross functional team collaboration | ||
| + | - Presenting in front of senior management | ||
| + | - Practicing influencing skills | ||
| + | - Learning project management skills | ||
| + | |||
| + | |||
