Part Three of The Series The Most Expensive Mistake Leaders Can Make

 Create accountability: Given that traditional management has been perceived as more “boss” than “coach,” you might assume managers have been effective in delegating and holding employees accountable. But less than half of employees (40%) strongly agree that their boss holds them accountable for their performance goals.

To be meaningful, accountability needs to be achievement-oriented, fair and accurate, and developmental.

When people think of accountability, it is nearly always in the negative sense. Performance evaluations typically have the aura of judgment with a particular focus on fixing problems.

An achievement-oriented review reframes the conversation around future performance, continuous improvement and recognition of excellent work.

Similarly, developmental conversations focus on identifying natural talents and growing them into strengths.

One additional benefit of a coaching mindset is that it reminds you that you are preparing your people for something else.

You have people under your charge, to develop and grow, and someday you will hand them off to others.

Mentoring others to become the best version of themselves gives work meaning that ultimately translates into higher performance and successful future leadership.

From Satisfaction to Ownership

The ultimate goal of re-engineering performance management for your managers is to drive employee performance to increasingly higher levels of excellence — so that they can lead your organization for decades to come.

In practice, this is the difference between “satisfying” employees and building a culture of “ownership.” When managers are invited to take ownership of their own evaluations and goals, and when they feel their boss truly cares about them and their performance, high performance results.

As Charles Schwab famously said, “I have yet to find the man [or woman], however vaulted their station, who does not do better work under the spirit of approval than under the spirit of criticism.”

Meaningful performance development is not only essential for retaining world-class talent, it is also imperative for organizations who are looking to pass on their legacy to the next generation.

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