Are you a corporate entity with a growing team? Do you want to know how to maximise their fullest potential ? 

Then you are on the right page.

Transforming your leadership team

There are two general challenges most organisations face as they grow.

One challenge is  where they are  doing really well but they’ve hit a plateau. 

The other challenge is where they’ve lost most of their momentum and that is affecting their bottom line. This is where I bring in my expertise. 

There are a lot of organisations out there that do well, however they can’t seem to break through their plateaus and some out there even have lost their momentum and now they are losing their existing revenue. These are largely two pain points in businesses where my service is fully utilised.

Any problem is resolved by people. If your leadership team is at their best, the entity will find solutions to breakthrough any challenges.

To begin,

Let’s categorise your teams as mentioned below,

  • UP – Under performers
  • AP – Average performers
  • AAP – Above Average performers
  • TP ( MC)* – Top performers 

*( maxed capacity) 

The TP in a lot of companies have hit  Maxed Capacity because you really have to depend on them as your rest of the team cannot perform how they do.

So find out who fits into which category based on your standards, your metrics and experience.

Now let’s say as a percentage you have 20% are your Top Performers , 40% are your Above Average Performer, 30% are your Average Performers and 10% are your Under Performers.

Now this might be completely different depending on your organisation.

How to upgrade these staff – the AP to AAP and AAP to TP, so your TP can be delegated. So you have more Top performers helping your business thrive without having to employ more or without having to invest in other external resources.

The two words you need are – Fully engaged

Research has shown that 78% of people are not fully engaged with work. The stats don’t look good. Reasons are plentiful and varied. The question is how do we make them engaged.

How do we make the AAP fully engaged so they upgrade themselves to be a TP.

So first  let’s focus on the Under Performers for a minute. What do we do about them ?

Replace is the easiest way. Delay is the biggest cost of keeping them.

However, my way of handling that matter is to confront what stops them going forward.

If you don’t create a system where you learn about an individual and transform him / her, you will have to endure endless cycles of recruitment.

And before you hire the new blood, you need to create what behaviour that you recognise as UP and what behaviour that in your organisation recognise as AAP , TP so in any given time you can bring these values, behaviours and performances and place it against each individual and show where they stand. 

So if you already have a X no of UP and AP in your organisation what can you do to change that?

You need to make a firm decision to stop tolerating it. Remember you get what you tolerate.

So then you can call upon all of them and have a direct conversation and declare going forward in this organisation. These are our standards and this is how we recognise UP, AP, AAP, TP from now.

And we do not tolerate anything below AAP. If you wish to remain in our team then these are the results, behaviours, performance that you need to show.

You have to open doors for your staff to express where they struggle. Infact Harvard research says the future of leadership is about less to do with managing but more to do with coaching. You have to be a coach or a mentor going forward.

Now the Above average performers are  stuck because they have some limiting beliefs and conditioning is in the way. Because they do not lack experience or knowledge at this point. What’s in their way is deep ingrained limiting beliefs.

Some of these beliefs can go as far as their early childhood. This can surface at some point in life especially at crucial junctions in their lives. Removing these limiting beliefs is something that I live and breathe in. If they do want to become a TP I can certainly help there.

What about the TP? Do they hit a plateau at some point as well? Yes they will too.

S curve of learning for TP

Usually this occurs anywhere between 6 months up to 10 years.

If you do not have a program or a system that helps them grow, challenges them to develop themselves in a healthy manner, they will lose interest and the fire that they once had will diminish. As a result many will disengage and some will quit and join another looking for a new challenge

Does it sound like your organization ?

Develop a program that challenges them, helps them grow.

So you need to adopt CANI – Continuous and never-ending improvement for all your staff.

Make it exciting and keep them excited so they will always be fully engaged 

And reward them generously when they break through their plateaus.

Aas Richard Branson said, appreciating his staff has gone a long way.

So if you want your team to be fully engaged like a team of Spartans you need to have a coaching program that is in place that groom your team so you will maximise their fullest potential.

This is the core of my service. Get in touch with my team to arrange a discussion.

Leadership Coaching