Joyette & Associates - Sales Skills

Performance
Joyette & Associates

Team Tasks must be in sync. with Organization Goals

Team members contribute to the organization's mission by performing certain tasks, designed to meet goals set during the organization's planning process.

No one knows this better than The Roundoak Candy Company, a large Canadian company employing about 1,000 people. After spending three months in meetings with senior management staff developing goals and objectives for the coming year, these senior managers reviewed the established goals with their managers, who in turn, passed them on to their supervisors.

The Supervisors down the line thought the goals were completely unrealistic, and at the end of the year, when the company's results were being compiled, the President expressed disappointment that the goals he had set had not been accomplished.

Clearly the Supervisors were not in sync. with the President.

The greatest untapped natural resource and the most expensive in any organization is its people

Sound familiar?
Who own the goals?
What went wrong?
How things could have been better?

New perspectives and new tools are required to escape the performance management trap. Based on years of experiences, research and lessons learned we will, through our various programs examine some key assertions and basic principles about performance. We must shift our focus from managing people to managing the context of performance for it can only be optimized when all its enabling conditions are considered.

The greatest untapped resource in any organization is its people. Successful organizations in the future will use - must use - more untapped potential of their people to focus on performance that meets and enhances expectations of society. The result will be greater reward for all; society, organization, its owners, its managers, and its people. It is estimated that the average person works less than 50 percent of their capacity. In a recent survey of managers, only 50 percent felt that they were producing at full capacity.

Motivating people to make their full contribution to the organization is the fastest way that a manager can multiply his or her effectiveness. Most people are just waiting for someone to come along and set them on fire. However, the only real and lasting motivation is self-motivation - which no manager, leader, or motivational speaker can provide. All great managers, executives and leaders have develop the ability to bring out the very best in their people by learning and understanding what makes them tick.

Many years of research into motivation and performance can be boiled down to one conclusion: Successful companies are those that create an environment where people feel terrific about themselves. Understanding the role of the self-concept in our behaviour is the starting point of effectiveness in management and motivation.

The self-concept is made up of three components, each of which has an impact on performance. The first is the individual's self-ideal - what the person aspires to be. Self-ideal is influenced by the corporate values, the role models and corporate culture surrounding him or her. When a person is surrounded by winners in a climate that encourages degrees of winning, he or she tends to become a high performer.

The second part of the self-concept is the self-image, the way a person thinks he or she is viewed by others. The self-image is also affected by the way a person sees himself or herself and thinks about himself or herself relative to what he or she is doing. Positive feedback from the boss improves the individual's self-image and increases his or her ability to perform competently.

The core of the self-concept is the individual's level of self-esteem - how much a person likes himself or herself. The key to increase motivation in an organization is to create a high-self-esteem environment by removing the fears of failure and rejection that inhibit maximum performance. The manager who can create a positive, high-energy, high-self-esteem work place will have high performance, low absenteeism, low turnover, higher productivity and fewer mistakes.

So why not call or email us today to inquire about a High Performance Program that could benefit you.