Putting it all together

Colleagues,

This week we’ve been looking at four big ideas:

1. Using a flywheel to build the organizational structures and processes to support development of people
2. Using common definitions and a clear framework for describing and conducting different kinds of observations
3. Placing people into three broad categories using the 9-box tool:
   1. High potential/high performing
   2. Middle or high potential but middle performing
   3. Low potential/low performing
4. There are five different ways to support growth through training, coaching, and self-reflection

 
If we put all of these things together, we can develop a plan for how to support each individual employee in our organization. It goes something like this:

1. Place a person in the appropriate 9-box category. Evaluate their strengths and weaknesses.
2. Look at the table that matches the 9-box category to the form of development. Identify the appropriate form for the individual.
3. Determine who will take the lead in helping the person grow.
4. Identify the type of observation that best aligns to the individual’s needs.
5. Use your structures (from the flywheel) to implement and follow-through with developing the individual.

 
I’m not sure if I have done justice to the process in these five posts (less than 1500 words), but I hope you have at least an understanding of what is possible. We could develop individual growth plans for each person and focus leadership on supporting those plans. At the end of the year, we should have an organization in which most people are 10-20% better.
 
This is not easy, but it is possible.
 
If improving organizational performance by 10-20 percent appeals to you, consider contacting me. I’m happy to take some time to learn about your situation and how I might be able to help you.
 
Do good and be well,
 
Frederick