Fiona Anderson, valuingYOU and founder of the Birmingham EFS network, explored the potential that a strengths focussed approach has to transform Performance Management within the workplace. At the session she demonstrated how the current deficit model that focuses on weakness differs from one that focuses on strengths.

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Fiona Anderson
Marian Hubbell
Diane Rance
fiona.anderson@valuingyou.co.uk
0783 4209240
Transforming Performance
Management
@valuingyou

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Why most conversations demotivate
FOCUS ON
STRENGTHS
NON-
DIRECTIVE
FOCUS ON
WEAKNESSES
DIRECTIVE

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How we define strengths
“Underlying qualities that energise us and
we are great at (or have potential to become
great at).”
Brewerton and Brook, 2014

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Return on Investment
Gallup State of the Global Workplace, 2013
• Disengaged employees lose you
customers – 70% of consumers will not
forgive business following poor customer
service
• Disengaged employees are not
productive – they make 100 times the
number of errors
• Disengaged employees take time off
“sick” – they take 2.4 times more sick days
• 74% of employees rarely, or never
receive praise from their managers
– The number one reason
employees leave is a lack of
recognition and, according to a
Harvard Business Review study,
recognition also has the largest
impact on employee engagement
• Disengaged employees have a
negative impact on profitability –
they cost an organisation approx.
£3,400 for every £10,000 annual
salary
17% of UK
workforce is engaged 17%
26% actively
disengaged
26%

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Importance of a positive mind-set

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The power of strengths-based conversations
Ref: Corporate Leadership Council

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Strengthscope® individual profile

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What is the right kind of stretch?

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Peak performance & productivity

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Weaker areas – “performance risks”
2

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Using coaching:
• Awareness of strengths in overdrive
• Identify impact on role – acceptable
or not?
• Using your strengths
to compensate
• Using others’ strengths
to compensate
• Forming new habits –
being very intentional
Stretch - positive strategies to reduce performance risks

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Multi-rater feedback – unique feature

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Changing assumptions
 Employee-driven
 Aim: Improve performance,
engagement and development
 Agile goals
 Valuing unique strengths
 Rewards linked to contribution
and team success
 Coaching-focused to build
strengths and reduce risks to
performance
Top-down approach
Aim: Improve performance
Fixed goals
Prescribing competencies
Strong link between appraisal
ratings and rewards
Training-focused to fix
weaknesses
“Inspire excellence by positively stretching people to optimize their strengths,
reduce performance risks and achieve beyond what they thought was possible”
Brook and Brewerton, 2013

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Staff
Managers
Senior
Managers
Executive
Board
Developing a Contagious Culture Model
Mission
Brand
Vision
Nucleus
Strategy
Plans
Budget
Goals
Values
Behaviours
Symbols
Annual Plan
Annual Budget
Team Objectives
Individual
Objectives
Performance
Management
Evaluate
Report
Monthly one to ones
Metrics
Reporting
Appraisal
Objectives
Salary Scales
Training and
Development
Talent
Management
Recruitment
Induction
Competencies
Performance
Management
Reward
Recognition
Communication
and Involvement
PR
Marketing
IT
Finance
Logistics
Legal
Governance
Individual Objectives
Personal Development
Team Goals
Monthly one to ones
© 2015 valuingYOU ALL RIGHTS RESERVED

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• Building great place to work
• Leadership development
• Coaching
• Team development
• Recruiting best in class talent
• Succession planning
• Career/personal development
• Managing change
• Building resilience
Potential is only limited by our thinking

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Questions?

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Inspired to do…….

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Share | Learn | Inspire
Welcome

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Vision: Share | Learn | Inspire
 5 a year
 Case Study - including evidence of success
+
 New technique and/or research
45 minute sessions: Input, Q&A, Reflection
 Sponsored events, no fee to attend
 Virtual “committee” of 6 volunteers

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Share | Learn | Inspire: connect@valuingyou.co.uk
 Sign up for Engage for Success
Newsletter http://engageforsuccess.org/
 Building Your Business Case for Culture
Change: www.valuingyou.co.uk
 Slides, follow up …….
 Watch for & circulate email for next
event. Feedback
 Contribute:
 If you are a proactive doer- volunteer
for our virtual “committee”
 A case study or technique
 Host an event
 CIPD: Develop skills: Action Learning,
am, 10th June
http://www.eventbrite.co.uk/o/cipd-
birmingham-branch-7902952112