We will answer these questions by the end!
…closely links leadership (and results!) to compensation.
“In all the companies we worked, and with all the clients, we just couldn’t find leadership criteria that could help drive self-awareness and personal growth.
“We saw generic competencies, performance measures, and development plans but none that made young leaders go ‘Oh, I get it now!’ or added to their growth.
“We spent a few years asking our clients this question: what front line leaders performance issues do you grapple with – where would you like to see them improve?? Our list was born!”
George will earn $8,000 /year more than Samika and
$4,000 more than Maria – a reflection of his performance on Leadership and Results.
Samika – Your overall score of 74 is just at the “minimum acceptable level” and propped up by your “ideas and solutions” score which was very strong -- the best on the team. All your other categories are at or below the acceptable level. I have high expectations for your future but we need to get started:
Here is your Q2 action plan for leadership improvement:
If you follow this plan I know you will raise up your scores in 3 months and move towards your leadership bonus. I will be there to help you achieve this. Good luck!!
but don’t let them off the hook
Stronger performance – results & culture
Lower attrition – FLL and Reps
A better customer and rep experience
Engaged leaders, personal growth, customized development
Your personal satisfaction in developing your team
In the first 6 months…
"The task of the leader is
to get his/her people
from where they are
to where they have not been."
Thank you – it has been
Beth and Winston