A new approach to Performance Management

A new approach to Performance Management
Part 1

As one of the multiple steps on my path to a PhD in Leadership, papers need to be written and learning has to be proven. The unique way the Antioch University PhD program in Leadership offers includes not only the ability to study from home and only having to meet with other cohort members once every quarter. it also combines pure academic learning from lectures and books or articles, with practical learning in the work environment. The closer I get to candidacy, meaning I have completed all the required papers to a satisfactory level, the more practical application of the learned material becomes part of the studies.

Since April 2007 I have been involved in what’s called a Individualized Learning Project. It requires me to combine already learned material in the area of leadership with new data points, experiences, and knowledge. The title of this project is: “The scientifically proven and EEOC compliant approach to top results”. Within the project I am trying to achieve 4 learning goals. Any additional learning and insights are to be shared as well.

Since the learning goals bear interest to a larger community - or so I believe, I decided to write the story of this project into the web log I am keeping here. Yes, this will be a little more academic then one would possibly expect, but, as Steve Pavlina keeps preaching, the deeper content offers value to those readers who are interested in the subject of Leadership, even if it takes more time to read it and digest it. I will create this as a series of posts as I am working my way through the reporting process. Before I start though, I like to thank Gary Morais of Global Performance Technologies Inc. (GPT) for guiding me through the process and being my mentor, teacher, and friend.

So let’s get started:

The first learning goal was to identify the individual parts of the Performance IQ System the company has developed in the last 15 years. This includes the Targeted Performance Coaching System, the Laser Beam Hiring System, the ThinkCap IQ System and the associated support tools as well as the certification requirements the company has developed for new coaches and trainers.

To achieve this initial goal, I decided to collect all the papers I could get my hands on. Then I reviewed the content on the GPT Website, and transfered a large list of files containing presentations and summaries of previous work from the GPT staff to my computers.

To get an appreciation of the materials, I developed a strategy which consisted of scheduling meetings and exchange emails discussing the content of the materials provided by GPT. I conducted meetings to reflect on the meaning of the GPT materials and the application in the assessment, profiling, coaching and template development process for customers.

I found that GPT has the following main products in its inventory:

• PerformanceIQ Assessment and profiling system
• Targeted online performance coaching system
• Laser Beam Hiring system
• Virtual Head Hunter system
• ThinkCap IQ support infrastructure

As the next step in the description of this project, each one of the products and their impact will be described as they apply to Performance Management. The overall direction is to provide insights of a solution that can actually help overcome imminent problems in the areas of hiring new workers, developing existing worker into managers and leaders, and retaining good individuals through leadership development and succession planning measures.

Axel Meierheofer, President AMC LLC