MAYBERY

The Capability Assessment and Development Programme

Individual Performance Coaching

The Performance Fingerprint

– INTRODUCTION –

The Performance Fingerprint is for CEOs, Presidents, EVPs and VPs in multi-national and national organisations who are serious about out-thinking their competition and creating a sustained performance culture that eschews mediocrity.

It is a unique compendium of intellectual property encompassing everything a CEO or leader needs to understand and practice in performance management as the most potent driver of consistent superior business results.

The initial programme is conducted over an intensive three-day period after which a one-and-a-half day follow-up session is required to assess the retention of key knowledge and principles, together with demonstrated pre- and post-performance management review skill.

The programme uses simulation extensively together with practical application of newly-acquired knowledge and skill.

The Performance Fingerprint can be purchased under license to ensure independence and customisation. The intellectual property is then owned by the corporation. Identified in-house facilitators are accredited to facilitate the business process throughout the corporation. The benefit is ownership, a common language, tools and a common repository of knowledge and data. The data is to be used in the application of performance tracking, succession, talent management, leadership development, organisation development and recruitment.

The in-house facilitators are audited twice per annum. Ongoing support is provided as and when the need arises.

If you are afraid or avoid people performance issues, you should not be let loose on leadership.

~ Robert C. Maybery - New York City 1998

– OBJECTIVE –

To empower leaders and executives to manage the performance of direct reports, ensuring the maximum utilisation of individuals’ performance potential aligned with the corporate strategy and business objectives.

– PROGRAMME CONTENT –

Leaders will learn how:

To profile a particular job or job family by scoping the performance outputs (KPAs, KPIs and Standards) and the performance inputs (Functional and Behavioural Competencies) required
To understand that job profiles must be linked to the corporate strategy and corporate objectives
To understand and apply the Price Performance Management System
To understand that in the absence of a performance output framework, it is impossible to determine the extent and the root cause(s) of a performance meltdown or the efficacy of the potential of a direct report
To understand the four factors that directly impact on an individual’s capacity to peak perform consistently
To understand and enhance their application of the Systemic Model and how it relates to root cause analysis

To understand how the Diagnostic Model enables pinpoint accuracy in determining the true root cause(s) of a performance meltdown and the critical factors to be considered when stretching proven high performance
To develop an action plan with their direct reports that vitiates the impact of the root cause(s) of a performance meltdown; addresses functional knowledge skill gaps; and which will in turn, cause specific behavioural competencies to be exercised – thereafter, linked carefully to chosen business objectives and performance improvement goals
To reinforce continuous improvement in performance of the individual and teams
To use proven communication techniques to improve their ability to experience robust performance conversations which deliver improved performance and real time solutions
To performance coach effectively
To receive and provide honest and actionable feedback
To understand current levels of self-awareness and the impact of those on the quality and frequency of performance feedback, through the completion of diagnostic questionnaires