PHASE 9: HIGH-PERFORMANCE PROGRAMS

Produce an Individual Development Plan for each member of the go-to-market team that will reinforce the necessary behaviors to achieve high-performance.

 

High-performance programs provide a plan for under-performers to correct course and meet expected standards. This leads to an increase in productivity for the organization. These same programs can also be designed to drive sustained performance from you’re A-Player talent. This leads to continued success in the market.

Rapid Diagnostic

1. Every individual in the organization clearly understands how they succeed in their current role by defining and following an Individual Development Plan (IDP).

2. Your IDPs are developed by collaboration between employee and manager.

3. It is clear to the organization that underperformers are either placed in a Performance Improvement Plan (PIP) or they are separated from the company.

4. Admission into your high-performance programs requires peer and management nominations in addition to adherence of exceeding of defined performance standards.

5. For your A-Player overperformers, there is a clear path of succession into their desired next role.

6. There are Learning & Development programs designed to groom your employees for future roles within your company.

7. Your company uses an up-to-date training program that reflects emerging best practices while successfully preparing individuals to exceed expectations in their current role.

8. Your company uses an up-to-date coaching program that reflects emerging best practices that enable managers to mentor individuals to exceed expectations in their current role.

9. Success metrics for your high-performance programs are clear and attainable.

10. You incorporate third party skills and training programs that supplement your internal programs (i.e. executive MBA programs, leadership institute courses, industry events).

Deliverables

• Assessment of Current Talent Development Program

• Organizational-Level Talent Development Plan

• Individual Development Plans (IDPs)

• Performance Management Methodology

• Training

• Training Plan/Curriculum

• Train-the-Trainer Sessions

• Coaching

• Coaching Plan/Curriculum

• Coaching Sessions

• Program Key Performance Indicators (KPIs)

Talent Strategy
6 Ways to Make Change Management Less Excruciating
To say that change is difficult is an understatement. It explains why some of us are still proudly wearing the hole-ridden t-shirt they’ve had since college (guilty as charged). In a work environment, change is even harder. Especially when you’re...
Read More
Talent Strategy
How to Create an Unmatched Employee Experience to Drive Engagement
Companies are constantly competing for their own employees’ mindshare. The world is so digital that it is frighteningly easy for employees to get lost in headlines throughout their day. The distractions are everywhere – Twitter, LinkedIn, Facebook, Reuters, Bloomberg, CNN,...
Read More
Sales Strategy
How a CEO Drives CX Clarity Amid the Chaos
Any CEO can attest to the current level of difficulty in closing deals. Customer sentiment and individual mind share are in high demand, and even with everyone online, many fail to adequately engage their communities in order to access their...
Read More
Sales Strategy
Evolving Your Culture for the Digital Revolution
It’s hard to imagine a time where calendars weren’t inundated with video calls and discussions around your digital sales transformation. With a virtual revolution upon us, how can you maintain the personal aspects that define your culture internally and externally?   On...
Read More