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A Holistic Approach to High Performance

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PERFORMANCE MANAGEMENT Driving Performance Through Everyday Conversations


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THOUGHT LEADER SERIES Deidre Paknad, Workboard CEO PERFORMANCE MANAGEMENT Driving Performance Through Everyday Conversations Workboard provides apps to help managers and leaders share short-range goals, align and simplify execution, and coach their teams to great results.


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GUEST SPEAKER For the last six years Alicia has led Apollo Education Group’s learning, organizational development and executive succession planning programs as Chief Learning Officer, Vice President, Learning and Organizational Development. As a key member of Apollo’s Human Resources leadership team, she is instrumental in driving the company’s organizational capabilities across a diverse employee base with operations across the U.S. and abroad. A recognized industry expert in learning and change management, Alicia is building a culture that is aligned with Apollo’s high-performance and growth objectives. At Apollo, she introduced the Apollo Core Values as well as EPIC, a social media reward and recognition platform. Alicia Mandel Chief Learning Officer & VP Organization Development In addition, she streamlined the company’s Learning function to ensure it is designed to meet its objectives and create the necessary ROI. Prior to Apollo, Alicia worked at The United States Olympic Committee (U.S.O.C.) as Director of Learning and Leadership and acting Chief Human Resources Officer. Alicia also spent 10 years in the Human Resources division of American Express in New York, where she was Director of Employee Engagement.


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History of HUMAN RESOURCES


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Why Do WE CARE about that Compliance Engagement


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What WE NEED today: Informed Employees Strategic Understanding Core Values Inspiring Leaders Enabling Tools Opportunity


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So WE NEED to CHANGE FROM: TO: A systems driven approach to performance management A conversation driven approach to performance management enabled by a system.


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So WE NEED to CHANGE FROM: TO: A systems driven approach to performance management A conversation driven approach to performance management enabled by a system. Performance discussions happening a finite times throughout the year. A fluid system of conversations based on real time feedback and workload.


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So WE NEED to CHANGE FROM: TO: A systems driven approach to performance management A conversation driven approach to performance management enabled by a system. Performance discussions happening a finite times throughout the year. A fluid system of conversations based on real time feedback and workload. Goals that are set in the beginning of the year and close at the end of the year A goal setting process that understands that things can (and do) change all throughout the year


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So WE NEED to CHANGE FROM: TO: A systems driven approach to performance management A conversation driven approach to performance management enabled by a system. Performance discussions happening a finite times throughout the year. A fluid system of conversations based on real time feedback and workload. Goals that are set in the beginning of the year and close at the end of the year A goal setting process that understands that things can (and do) change all throughout the year Goals that are only visible and aligned with the bosses goals, not allowing for cross functional goal setting. Goals that can be seen by anyone and aligned to anyone across the organization


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So WE NEED to CHANGE FROM: TO: A systems driven approach to performance management A conversation driven approach to performance management enabled by a system. Performance discussions happening a finite times throughout the year. A fluid system of conversations based on real time feedback and workload. Goals that are set in the beginning of the year and close at the end of the year A goal setting process that understands that things can (and do) change all throughout the year Goals that are only visible and aligned with the bosses goals, not allowing for cross functional goal setting. Goals that can be seen by anyone and aligned to anyone across the organization Spending lots of time “doing the process”, rather than lots of time “driving performance” A system that enables leaders and HR to spend more time on conversations and less time managing data and calibrating information.


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POLLING QUESTION How many people feel now is the time to change the way we manage performance in the organization?


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New BUSINESS The Business is saying: SPRINTs PARADIGM: Creating Tension Performance Management Process covers one year Outcome


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New BUSINESS The CEO/COO/CHRO are saying: PARADIGM: Creating Tension Employees are saying: Outcome


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While it may be “COOL & TRENDY” to get rid of the rigid Performance Management Process altogether, not every organization is ready for that. 1. Leadership Alignment Align leaders on future vision and the case for change Enable leaders to actively and visibly support and role-model change 2. Communications Build awareness and understanding about the case for change, what it means and what people need to do differently Provide critical information, share progress and promote success 3. Stakeholder Engagement Engage stakeholders directly and indirectly ; top-down and bottom-up Leverage “ambassadors”, change agents, project leaders, and key influencers 4. Learning and Education Design and deploy training related to acquiring new skills and capabilities, learning new processes, policies, systems, etc. 5. Organization & Cultural Alignment Identify ways to incentivize and reinforce desired behaviors & commitment 6. Measurement Design / execute surveys and other feedback mechanisms to gauge change adoption and change management effectiveness over time


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While it may be “COOL & TRENDY” to get rid of the rigid Performance Management Process altogether, not every organization is ready for that. Some process considerations: ❑ Does a Performance Mgmt Process (PMP) exist in some form today? ❑ If it exists, do the leaders spend more time on the process or in the process? Meaning, is more time spent on filling out forms or having dialogue/discussions? ❑ Is the PMP a driver of the compensation process, does it support the compensation process or is it independent of the compensation process? ❑ Do leaders have the skills to have good performance conversations such that their people know where they stand? ❑ Does the current process focus both on what was done (goals) and how it was done (competencies and values)? ❑ Does the organization use a rating scale and distribution curve to categorize performance? Is compensation tied to those ratings? ❑ Does the organization use a “forced distribution”? Is there an effort to “right-size the curve”? ❑ Where do your executives stand? Do they “like it the way it is”, do they believe it needs to change, or do they care at all?


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Managing the CHANGE Active Supporter Overt Covert


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ALL or NOTHING? NO WAY!


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Some IDEAS Move from “the system IS the process”, to “the system enables the process”. Focus on improving 1x1 discussions. 1 to 10 Remove the numerical rating scale. Change the way you think about goals


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Stakeholders KEY CEO/COO & Executive Team NEEDS Human Resources Managers Employees


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POLLING QUESTION Based on what we just discussed, how ready is your organization to make a change? A. All In! B. Not ready for the whole thing, but I think we can make some major shifts that will drive improved performance C. We can start dripping in pieces of improved dialogue, but we’re not ready to make any real change to our process D. Nope, nowhere close


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CORE PRINCIPLES for Creating of New Process As we build out a new Process, we are relying on these core principles to drive decision making: • The CONVERSATION is the priority – not the system • TRANSPARENCY – we must be able to share information and trust that everyone will treat the information with care • APPEAL TO THE MASSES – we will not punish the many for the mistakes of a few – if most people can do it, we’ll assume everyone can, and we’ll manage the exceptions (help people be smarter, not force everyone to be dumber). • SIMPLE – the process must be easy to understand and the system easy to use • The process WILL BE FLUID – conforming to the way work happens • The process WILL DRIVE THE SYSTEM, not the other way around. • The process will DRIVE COLLABORATION, not hinder it. • The process itself is not the end state – ENABLING GREAT PERFORMANCE is.


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PERFORMANCE MANAGEMENT is A DRIVER of many other things: Employee Engagement Retention of high performers & the ever important “B” players Meeting /Exceeding the goals High organizational Performance


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Next STEPS 1 Identify your Key Stakeholders, and what their key needs are. 2 Ask yourself the key questions to identify organizational readiness. 3 Decide what part of the process you are ready to improve.


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QUESTIONS & CONVERSATION


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LET'S CONNECT Alicia Mandel alicia.mandel@Apollo.edu 602-557-1757 Chief Learning Officer, VP, Organizational Development


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Thank you and ADDITIONAL Connect, Calibrate and Coach A Simple Formula for Great 1on1s RESOURCES Change Agents: Know Thy Audience 5 Things you need to know to win hearts and minds faster People don’t accept and embrace change at the same pace or for the same reasons; resistance is inevitable. Change Agents: Know Thy Audience 1


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