Leadership Development Institute · 2016. 2. 14. · Title: Microsoft PowerPoint - performance...

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Copyright © 2015 Studer Group. Please do not quote or disseminate without Studer Group authorization

Leadership Development Institute:

Performance Conversations

Facilitated by Dr. Robin Largue Created for Cabinet Members 2/9/16 and

Principals and District Administrators 2/16-17/16

Cabinet Humble Independent School District


• Achieve annual district goals in all pillars by progress monitoring and adjusting via district,

department, and school scorecards

• Hardwire (every leader, 95% of the time) Results Roll Out and progress monitoring (60 days)

• Implement two leader tactics that improve service to stakeholders

• Focus on effective communication with all stakeholders

Our Annual Outcomes

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Today’s Agenda

Connecting and Reflecting

Apply a Best Practice

Learning into Action:



Connecting & Reflecting

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• What did you learn from rolling out the most

recent employee engagement survey?

• What is the focus for your action plan for the

next 90 days?

• How are you recognizing the employees

recognized for good work?

• This last employee engagement survey was

a pulse check. How would you consider

progress from May 2015?

Think, Pair, Share


Learning into Action:


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The only way to change behavior is through conversation.


Why? What? How?

• Describe the process you use to do observations of your employees.

• Consider what you need to include when explaining how you will share the results from your observations (Consider the why, what and how.)

• Draft the language you would use to explain why, what and how you will share results from your observations. Remember - use key words.

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Professional Conversations

Purpose of conversation

Types of conversations

Leaders engaging with employees who they

supervise

Professional Conversations

Skill (performance)

Summative Formative

Process Improvement

(Leader Rounding)

Will (compliance)

Recognition Critical


• High Performer- Recognition/Re-recruit

conversation

• High Solid Performer -

Coaching/Support/Re-Recruit

• Low Solid Performer–Coaching/Support/Performance Plan

• Low Performer –

Coaching/Critical/Performance Plan

Types of Performance Conversations

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Performance Curve

LH

SH

8% 58% 34%

LowPerformer

Middle/ SolidPerformer

HighPerformer

L

S


Improved Operational Performance Across the Board

Old

New

Performance

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Remember

• HML performer distribution (34%, 58%, 8%)

• 80% of our time spent on low performers

• If low performers not dealt with, high and

middle performers hit the wall and results in

the organization decline

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Copyright © 2015 Studer Group. Please do not quote or disseminate without Studer Group authorizationSlide 17

Moving the High Performers

L M H

GAP

Performance


The Irreplacebles: Understanding the Real Retention Crisis in America’s Urban Schools, 2012

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Can we replace an irreplaceable?

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Irreplaceables (High Performers)

Feedback & Development


Irreplaceables (High Performers)

Responsibility & Advancement

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The Irreplaceables (High Performer)

Recognition


Irreplaceables (High Performer)

Resources

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• Re-recruit-outline why they are so important

• Tell-where the organization is going

• Recognize-thank them for their work

• Ask-What can I do for you?

High Performer Conversation


Moving the Middle Performers

L H

MH

GAP

Performance

L

M

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High Middle Performance Conversations

• Inform – About the Process

• Observe, Record, Reflect

• Meet with the Employee

• Ask & Listen - What do you think worked well?

• Ask & Listen - What one or two areas do you think could be improved?

• Say - Here’s what I noticed.

• Agree - On one focus area to improve and determine professional development needed

• Follow Up - Schedule a time

How Do I Communicate?

–

Two Way Communication


• Support: Describe good qualities – calm down anxiety

• Collaborate:

• What one thing do you believe you do well?

• What one area can you improve to help your achieve higher performance?

• Here is what I have noticed…

• Coach: How can I help you do that one thing?

• Support: Reaffirm good qualities

High Solid Performers-Coaching

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• Support: Describe good qualities – calm down anxiety

• Evaluate: Describe the area you want to see improved in the next 90 days (no more than 2 to 3).

• Assign: Provide a strategy for improvement.

• Check: Ask the employee to describe the expectation and strategy.

• Coach: Describe the PD and follow up you will provide.

• Support: Reaffirm good qualities.

Low Solid Performers- Specific development


Clear Expectations for Low Performers

LH

MH

GAP

Performance

L

M

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• Do not start meeting on a positive note

• Describe what has been observed.

• Evaluate how severe the behavior is.

• Show what needs to be done.

• Know and share consequences of continued

same performance.

• Follow up

Low/Sub Par Performer Conversation


• Arthur is a 2nd year teacher who is coaching JV basketball, leading the school newspaper, and on

a great path to becoming a highly effective classroom instructor. Arthur is early in

the process of perfecting his craft, and he has good days and bad days. Arthur

may believe he is already a high performer, though his practice is inconsistent.

• Anne is in her 2nd year as a paraprofessional. Her work ethic is strong, she pitches

in whenever asked, and she learns quickly. On some Mondays, Anne

seems to take a few hours to work her way out of the weekend and back into the

demands of the school day.

Trio Role PlaySchools Departments

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• What do you notice?

• What do you wonder?

Reflection


• Think of a performance conversation that you

will need to have soon, which poses a

challenge for you.

• Identify the performance level of the

individual.

• Sketch out and practice this conversation with

a partner.

Reflection & Practice

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• What’s your exclamation point?

• What’s your question mark?

Stop & Reflect


Never underestimate the difference you can make.

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What if we don’t?


• March 8

• April 12

• May 10

• Focus will be priorities for the next 3 years

(2020) for Humble ISD to ensure continued

high performance

Next Steps

Leadership Development Institute · 2016. 2. 14. · Title: Microsoft PowerPoint - performance...

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