The High Performance Development Model
Four Levels
Level I--Frontline staff, those without supervisory responsibility Level II--First line supervisors and team leaders Level III--Division or product line leaders, other middle managers Level IV--Senior executive leaders
The 8 Core Competencies
Organizational Stewardship Systems Thinking Creative Thinking Flexibility/Adaptability Customer Service Interpersonal Effectiveness Personal Mastery & Technical Skills
Organizational Stewardship
Committed to the mission and vision of the organization, shows a concern for coworkers and customers, uses resources wisely, & supports others in their work.
Systems Thinking
Able to see the relationship of the part to the whole, to know how ones actions affect others, grasps the big picture, & encourages teamwork.
Creative Thinking
Thinks out of the box, open to see alternative solutions, challenges assumptions, encourages & supports new ideas, & takes appropriate risks.
Flexibility/Adaptability
Demonstrates resilience, remains calm in high-pressure situations, accepts new assignments and challenges, & responds productively to change.
Customer Service
Committed to exceeding the customers needs, understands the customers perspective, & uses customer feedback to improve individual performance.
Interpersonal Effectiveness
Communicates clearly, listens actively, anticipates customer needs, contributes within group projects, & coaches others in their learning and development.
Personal Mastery
Assumes responsibility to assess ones strengths and needs, plans continued growth and learning, balances competing priorities and demands, & actively seeks feedback from others.
Technical Skills
Displays skills and abilities to perform assigned tasks, including basic literacy and computer skills, & participates in measuring outcomes of work.
The 6 Tools
Core Competency Development Continuous Assessment Performance Management Coaching and Mentoring Performance Based Interviewing Continuous Learning Opportunities
Core Competency Development
Provide all employees with skills for their lives Create leaders at all levels in the organization Long term commitment
Continuous Assessment
Self-assessment through new learning technologies 360, 180 or other assessment on core competencies Continuous feedback through coaching and mentoring
Performance Management
Develop the organization to meet its mission Measure individual and organizational performance Link education to business outcomes Setting Clear Expectations Establishing Measures that are compatible with organizational goals, and focusing on the critical few
Coaching and Mentoring
Instills organizational values and norms Creates a climate for learning Establishes trust and common goals Translates setbacks into learning opportunities Can be done by anyone at any time
Performance-Based Interviewing
Past behavior is the best predictor of future behavior Analyze & identify the essential qualities for high performance & develop behavioral questions Interview all candidates seeking specific examples of past performance Verify information Select best match of job requirements and past experience
Continuous Learning Opportunities
Increased access to learning opportunities Core curriculum on the competencies Learning through real work Just-in-time, rather than just-in-case Builds a culture of continuous learning
Personal Development Plan
A tool that will assist you in realizing and achieving your career goals.
A tool that outlines knowledge and skills that will benefit the employee and the organization.
5 Star PDP
(1) Career Goals
(5) Timelines
(2) Skills & Competencies
(4) Developmental Activities
(3) Assessment
(1) Career Goals
Reflect ones dreams or aspirations in the work place.
Long Term (5 yrs)
Short Term (1-2 yrs)
Career goals should always be
Specific Measurable Attainable Realistic Timely
(2) Skills and Competencies
Competency: ability to perform a task.
1) Identify Job Competencies
(experts or job descriptions)
2) HPDM Core Competencies
(3) Assessments
Assess where you ARE now, compared to where you want to BE
360 feedback assessments Myers Briggs
Strong Campbell Interest Inventory
Self Assessment
(4) Developmental Activities
Formal Classroom activities Informal observation Hands On Details Projects Mentor or Coach Experience!!
(5) Timelines
Keeps you on track toward your goal
Take Responsibility and commit to the dates Establish check points along the way to make sure you are still on course
