Performance Management: Excellence as an Attitude. Performance as a Habit.
By Looi Qin En
4/5
()
About this ebook
Over the past 12 years, we have empowered thousands of professionals from Asia's top companies such as Hilton, Standard Chartered, Knight Frank, Gucci, Singapore Airlines, SAP, IBM, etc.
For the first-time ever, we have collected and condensed the advice from our world-leading experts on performance management - knowledge which corporations pay thousands of dollars for - to share with you, the professional. Presented in concise, easy-to-read articles, this book packs in actionable advice that you can immediately implement in your professional life.
Read more from Looi Qin En
Sales & Communication: Listen to Understand. Empathise to Build Trust. Rating: 5 out of 5 stars5/5Theme Your College Application: Learn how to get an admit to top universities like Stanford, Wharton, etc. Rating: 0 out of 5 stars0 ratingsLeadership: Lead with Passion. Progress with Purpose. Rating: 0 out of 5 stars0 ratings
Related to Performance Management
Related ebooks
The Leadership in Action Series: On Selecting, Developing, and Managing Talent Rating: 0 out of 5 stars0 ratingsPerformance Management Rating: 1 out of 5 stars1/5Measuring Performance Rating: 4 out of 5 stars4/5Performance Management: Measure and Improve The Effectiveness of Your Employees Rating: 4 out of 5 stars4/5Workforce Planning and Scheduling. Automated Staff Shifts Management and Rostering Rating: 0 out of 5 stars0 ratingsHR Ready: Creating Competitive Advantage Through Human Resource Management Rating: 3 out of 5 stars3/5How To Motivate Employees: Getting People To Work With A Spring In Their Step Without Increasing Pay Rating: 5 out of 5 stars5/5Succession Planning and Management: A Guide to Organizational Systems and Practices Rating: 0 out of 5 stars0 ratingsThe Essential HR Guide for Small Businesses and Startups: Best Practices, Tools, Examples, and Online Resources Rating: 0 out of 5 stars0 ratingsPerformance appraisal A Clear and Concise Reference Rating: 5 out of 5 stars5/5Compensation And Benefits Review A Complete Guide - 2020 Edition Rating: 0 out of 5 stars0 ratingsBest Practices: Evaluating Performance: How to Appraise, Promote, and Fire Rating: 5 out of 5 stars5/5Balanced Scorecard for Performance Measurement Rating: 3 out of 5 stars3/5How Effective Is Your Recruiting Process? Rating: 0 out of 5 stars0 ratingsThe Master Human Resources Manager Rating: 5 out of 5 stars5/5Operations Management A Complete Guide - 2020 Edition Rating: 0 out of 5 stars0 ratingsThe Chartered Strategic Human Resource Rating: 5 out of 5 stars5/5Workforce Analytics Complete Self-Assessment Guide Rating: 0 out of 5 stars0 ratingsThe Practicalities of Human Resources: For Hr Practitioners’ - Fresh Perspective Rating: 0 out of 5 stars0 ratingsApplying Critical Evaluation: Making an Impact in Small Business Rating: 0 out of 5 stars0 ratingsHR A Complete Guide - 2019 Edition Rating: 5 out of 5 stars5/5Business-Focused HR: 11 Processes to Drive Results Rating: 3 out of 5 stars3/5Performance Management For Dummies Rating: 0 out of 5 stars0 ratingsThe Chartered Human Resources Business Partner Rating: 5 out of 5 stars5/5Human Resource Professionalism:A Panacea for Public Organizations: (A Diagnostic Approach to Third-World Countries) Rating: 0 out of 5 stars0 ratingsEffective Human Resource Management: A Global Analysis Rating: 4 out of 5 stars4/5Managing Employee Performance Rating: 5 out of 5 stars5/5Mastering Consulting as an HR Practitioner: Making an Impact in Small Business Rating: 0 out of 5 stars0 ratingsThe Simple Side Of Human Resource Management Rating: 5 out of 5 stars5/5People Management Rating: 0 out of 5 stars0 ratings
Motivational For You
Think and Grow Rich (Illustrated Edition): With linked Table of Contents Rating: 4 out of 5 stars4/5Crucial Conversations: Tools for Talking When Stakes are High, Third Edition Rating: 4 out of 5 stars4/5Law of Connection: Lesson 10 from The 21 Irrefutable Laws of Leadership Rating: 4 out of 5 stars4/5Grit: The Power of Passion and Perseverance Rating: 4 out of 5 stars4/5The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You Rating: 4 out of 5 stars4/5Eat That Frog!: 21 Great Ways to Stop Procrastinating and Get More Done in Less Time Rating: 4 out of 5 stars4/5The Game of Life And How To Play It Rating: 4 out of 5 stars4/5Set for Life: An All-Out Approach to Early Financial Freedom Rating: 4 out of 5 stars4/5The 7 Habits of Highly Effective People Rating: 4 out of 5 stars4/5The Power of Moments: Why Certain Experiences Have Extraordinary Impact Rating: 4 out of 5 stars4/5Emotional Intelligence 2.0 Rating: 5 out of 5 stars5/5Girl, Stop Apologizing: A Shame-Free Plan for Embracing and Achieving Your Goals Rating: 3 out of 5 stars3/5The Richest Man in Babylon: The Success Secrets of the Ancients Rating: 4 out of 5 stars4/5Change Your Paradigm, Change Your Life Rating: 5 out of 5 stars5/5The 7 Habits of Highly Effective People: 15th Anniversary Infographics Edition Rating: 5 out of 5 stars5/5The Winner Effect: The Neuroscience of Success and Failure Rating: 5 out of 5 stars5/5Tools Of Titans: The Tactics, Routines, and Habits of Billionaires, Icons, and World-Class Performers Rating: 4 out of 5 stars4/5The Coaching Habit: Say Less, Ask More & Change the Way You Lead Forever Rating: 4 out of 5 stars4/5Building a Second Brain: A Proven Method to Organize Your Digital Life and Unlock Your Creative Potential Rating: 4 out of 5 stars4/5Your Next Five Moves: Master the Art of Business Strategy Rating: 5 out of 5 stars5/5The 21 Irrefutable Laws of Leadership Workbook: Revised and Updated Rating: 5 out of 5 stars5/5Stop Doing That Sh*t: End Self-Sabotage and Demand Your Life Back Rating: 4 out of 5 stars4/5Emotional Intelligence 2.0 by Travis Bradberry and Jean Greaves: Cheat Sheet Rating: 4 out of 5 stars4/5Summary of The Laws of Human Nature: by Robert Greene - A Comprehensive Summary Rating: 4 out of 5 stars4/5Emotional Intelligence Habits Rating: 5 out of 5 stars5/5
Reviews for Performance Management
4 ratings0 reviews
Book preview
Performance Management - Looi Qin En
Traits
LEADERS WITH A HEART
Not everyone is a born leader; some are self-made while some emerge in the midst of adversity, with greatness thrust upon them.
So how does one become a leader? Leaders are aware that a strong vision alone is not enough. Building a culture of ethics, values and compatibility in an organisation, while being able to tap into every individual's unique resources, is the key to being a leader.
What does it take to develop the next generation of leaders? Research has shown that the millennial generation, often described as technologically obsessed, lazy and entitled narcissists are, in fact, more confident, adaptable, techno-savvy and idealistic.
Not only are they open to ideas, they also have creative energy and bring fresh ideas to the workplace. They are also more aware of global developments and are more tolerant of cultural, racial and generational differences.
This generation values action, is achievement-oriented, and works more efficiently and productively to earn a work-life balance.
My personal observation is that this new generation are optimistic entrepreneurs who challenge the status quo and authoritarian hierarchy with a strong sense of purpose.
They celebrate diversity, technology and feedback. They welcome teamwork and open communication, and are well-educated, knowledgeable and conversant due to their compatibility with the various social networking platforms on the Internet.
Adaptable to change, they are used to the phenomenal global changes that have sharpened their sense and desire to make a difference. More importantly, they have the desire to become leaders with a heart.
These are all extraordinary qualities, and they are the hallmarks of outstanding leadership needed for the next generation.
However, organisational leaders are facing accelerated rates of complexity, ambiguity, uncertainty and market volatility. This generation's greatness will therefore also be determined by how they react to challenges.
In his book,The 21 Irrefutable Laws Of Leadership, internationally recognised leadership expert John Maxwell identified the following:
• Personnel determine the potential of the organisation;
• Relationships determine the morale of the organisation;
• Structure determines the size of the organisation;
• Vision determines the direction of the organisation;
• Leadership determines the success of the organisation.
In this fast-changing world, agility also determines the sustainability of the organisation and the empowerment of its employees in future. To meet the complex needs of this highly competitive world, leaders have already identified transformational leadership principles for this high-potential generation:
• Sharing vision;
• Empowering;
• Motivating;
• Inspiring.
Based on my decade of global entrepreneurial and professional experiences across three continents, ethnicities and cultures, I have identified the following key ingredients — summed up by the acrostic ARRIVED
— that will define the success of the future generations of leaders:
Authenticity: To be self-aware, understanding your intrinsic value and that of others; embracing the need for constant change, personal growth and continuous life-long learning.
Resilience: To be flexible in times of survival.
Risk-taking: To initiate action/experiential learning and engagements beyond the immediate responsibilities. A successful failure
fosters new ideas and opportunities that can lead to innovation and success.
Innovation: To develop skills and a strong commitment to innovation, leading your organisation to have an edge, tempered by situational reality.
Versatility: To encourage broader experiences to develop a wide variety of skills. To evolve beyond the narrow confines of disciplines to embrace the chaos and uncertainty of a rapidly changing world.
Emotional intelligence: To embrace EQ skills and identify, assess and control attitudes and behaviours to influence and make an impact.
Diversity: To recognise, accept and respect unique individual differences regardless of age, race, ethnicity, gender, socio-economic status or culture.
Not only must the next generation of leaders equip themselves to be highly agile, they must also have clear goals and communication skills that can drive creative thinking and innovation.
CULTIVATE THE RIGHT WORK CULTURE
A healthy culture is the starting point for any successful organisation, just as good soil is essential for a successful garden. If you have ever worked in an organisation with an unhealthy culture, you will understand the impact culture can have on performance.
As a leader, digging into your culture can be a revealing exercise you should do regularly if you want to keep your organisation healthy.
So what makes up culture, how do cultures vary and what can you do to improve them?
What makes up a culture
Organisational culture is a complex mixture of elements, not unlike the complex mixture of elements that make up soil in the garden. You need to get all of them in balance or you won't get the results you want. These five layers of organisational culture are:
• Organic layer: This represents what people see, the outcome of your culture. Are your visible results the equivalent of productive plants or are they more like annoying weeds?
• Top soil: What people do to demonstrate your values, including how they act towards each other and respond to situations. It also represents the practices that are rewarded.
• Sub soil: What staff, clients and suppliers say about the organisation ,this is almost like the subtext of the organisation. It is also what the organisation says about itself in the form of written policies and procedures that express its values.
Parent material: This involves how you want people to think; the mindset you want your people to have based on your values. This will inform what they deem important and where they channel their efforts.
Bedrock: This equates to how you want people to feel about the organisation. In other words, the values you want them to live by that support everything you do.
Think for a moment about your organisation. Can you identify how people feel and think, what they say and do and the results you see from this? If you want more insight into how your people view your culture, here is a revealing activity that is bound to open your eyes.
Ask people to say a few words that describe your culture in the past (say, two to five years ago), in the present and what they would like it to look like in the future (say, two to five years from now). This exercise can highlight the areas where work is required.
How cultures vary
Different climatic conditions mean certain types of soil are specific to each region in the same way that certain cultures are required in specific industries.
Problems occur when you impose the wrong culture on an industry and then wonder why it fails to perform. A classic example is when a government department tries to compete with the private sector but still