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#EPISODE 39: 🔊 Results-Driven Culture PT. 2

#EPISODE 39: 🔊 Results-Driven Culture PT. 2

The One Minute For: 5P Model, Lencioni Model, and Performance Management Competencies

Art Voloshyn
April 21, 2024

IN TODAY’S EPISODE 👀

5P Model - How To Build Performance Driven Culture
How to deal with the lack of results in a team: the Lencioni model
Let's Practice: Measure Performance Management Competencies

THE ONE MINUTE TO GET INSIGHT ✨

5P Model - How To Build Performance Driven Culture

by Axonlabs

1:28

Audio: #EPISODE 39-1

What is 5P Model in Performance Driven Culture (PDC)?

PDC is about fostering the right PERSONALITIES. These personalities then help to define clear, transparent and equal opportunity PRACTICES in the company. Good practices help in building great PERCEPTIONS across teams. Company-wide good perceptions helps to build widespread POSITIVITY. Positivity in the environment is at the core of driving great PERFORMANCE.

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How to Build a Performance-Driven Culture?

#1. Personalities supersedes People. People change while personalities remain embedded in the company culture. A great company culture churns out strong, energetic and tenacious personalities.

#2. Practices are the backbone of a company. Good practices ensures that the company stays ahead in the business curve consistently. Absence of good practices leads a company to disaster.

#3. Perceptions are stronger than reality because they are hard to build. Reality exist by itself. It takes grind, patience and intelligence to shape up the right perceptions.

How to Implement a Performance-Driven Culture?

Companies can implement the 5P-PDC by deploying the five modules that navigate in steps from DATA > DESIGN > RULES > PRACTICES > DASHBOARDS.

5 system modules need to be implemented. If you wish to read more and get more clarity, I encourage you to download the full PDF.

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THE ONE MINUTE OF EXPERT VOICE 🎙

📢 How to deal with the lack of results in a team: the Lencioni model

by goodjob

1:37

Audio: #EPISODE 39-2

Last episode we talked about 5 problems that most often occur in teams and lead to the fact that the work does not bring sufficient results.

You found it very relevant, so today we're going to figure out how we can overcome these problems and increase team effectiveness!

Problem	How to fix it
1️⃣ Lack of trust	- "A little about me" - a meeting where the leader asks each team member a few questions about his or her life, but not too personal - Team games - events of a more informal format where team members can both show healthy competition and become closer.
2️⃣ Fear of healthy conflict	- "Team effectiveness" - each team member should evaluate the contribution of each colleague to the common cause and name an area where this colleague should either step up or stop - "Bomber" - a team member is randomly selected within the team to find hidden disagreements and bring them to an open discussion
3️⃣ Irresponsibility	- Risk-taking - you should try to make quick decisions in safe situations and then see if something has changed much with longer deliberations - Analyze forecasts: best-case and worst-case scenarios to reduce decision-making anxiety - Deadline - set a deadline for making a decision

Problem

How to fix it

1️⃣ Lack of trust

- "A little about me" - a meeting where the leader asks each team member a few questions about his or her life, but not too personal

- Team games - events of a more informal format where team members can both show healthy competition and become closer.

2️⃣ Fear of healthy conflict

- "Team effectiveness" - each team member should evaluate the contribution of each colleague to the common cause and name an area where this colleague should either step up or stop

- "Bomber" - a team member is randomly selected within the team to find hidden disagreements and bring them to an open discussion

3️⃣ Irresponsibility

- Risk-taking - you should try to make quick decisions in safe situations and then see if something has changed much with longer deliberations

- Analyze forecasts: best-case and worst-case scenarios to reduce decision-making anxiety

- Deadline - set a deadline for making a decision

LET’S PRACTICE 🧪

Measure Performance Management Competencies

From Performance Management For Dummies by Herman Aguinis

1:09

Audio: #EPISODE 39-3

To measure performance management behaviors, first cluster them into competencies. These are measurable clusters of knowledge, skills, and abilities (KSAs) that are critical in determining how results will be achieved.

Examples of competencies are customer service, written or oral communication, creative thinking, and dependability.

How to Do It:

Measure two types of competencies

1. Differentiating competencies are those that allow us to distinguish between average and superior performers.

2. Threshold competencies are those that everyone needs to display to do the job to a minimally adequate standard.

Describe competencies

Two types of systems are used to evaluate competencies: comparative systems and absolute systems.

1. Comparative systems base the measurement on comparing employees with one other.

2. Absolute systems base the measurement on comparing employees with a prespecified performance standard.

The following table lists the possible comparative and absolute systems that could be used.

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