Coaching is defined as ‘the act of training and supporting employees.’ HPO managers coach their employees by being supportive, facilitating them, protecting them from outside interference, and by being available for them when needed. They do not tell people how they should achieve their goals but do give them immediate and concrete feedback on their performance. An activity that managers can undertake to support their employees and that is related to coaching, is mentoring. Whereas coaching focuses on helping employees deal with activities in their current position, mentoring aims at the longer term. Mentoring should help employees develop to the next level in their career and therefore deals less or even not at all with ‘the here and now’ problems and issues. Also, the mentor does not have to be the direct supervisor of the employee as is the case with coaching. Often senior managers function as mentors, especially if the person mentored is a junior manager. Mentoring is therefore concerned with explicitly developing the competence and capacity in an individual in the context of a one-on-one relationship, where the mentor has a depth of expertise and experience in particular areas. Mentoring thus promotes personal growth and development and has an explicit professional development focus on building a career for the employee in a particular sector.
IDEAS TO GET STARTED ON EFFECTIVE COACHING Read More
Decision-making is defined as ‘the process of deciding, in which a conclusion or resolution is reached.’ Research has found managers basically use four decisionmaking styles:
- Decisive: a manager values action, speed, efficiency and consistency in decisionmaking and once a decision has been made he or she sticks to it and moves on to the next decision.
- Flexible: a manager values speed and adaptability, getting just enough information to choose a certain action and changing that decision when deviant information becomes available.
- Hierarchical: a manager values getting much information and first extensively analyzing that before making a decision that will be adhered to for a long time.
- Integrative: a manager values options and therefore taking broad decisions which leave many courses of action open. Read More
Integrity is defined as ‘moral uprightness.’ HPO managers show their integrity by having a strong set of ethics and standards according to which they live and practice business. They practice what they preach and walk the talk, thereby displaying behavioral consistency. Employees and colleagues see them because of that as being credible and consistent. In addition, HPO managers ensure that the values of the organization are maintained and valued by everybody, thus creating a morally intelligent organization. Finally, they do not try to win a popularity contest with employees and colleagues but treat everybody in the same way, always.
IDEAS TO GET STARTED TO FOSTER INTEGRITY IN THE ORGANIZATION
Integrity is, like trust, a characteristic that is difficult to improve. It seems you either have it or you don’t. However, you can start creating an environment of integrity by doing the following: Read More
Listen to this Radio Entrepreneurs interview USA (MP3 file from March 2013) USA (March 2013) with André de Waal during his East Coast tour in the US.
After clicking on this link a new window with the radio fragment will open within one minute. Read More
This video is about one of the High Performance Organizations (HPO’s) success factors: Continuous Improvement & Renewal (Innovation). The presentation from André de Waal during the book event ‘What Makes A High Performance Organization’ includes the business case of Umpqua Bank (Portland, USA). Read More
The business world currently stands at a crossroad: (a) either try to return to the old ways of the nineties and the beginning of this century, or (b) choose a fundamentally new way of doing business. There are strong signs that option (b) has to be chosen: Read More
This video of the HPO Center (http://www.hpocenter.com) shows the research, seminars and masterclasses from India, Thailand, China and many other Asian countries. Managers and directors of organizations within these countries discuss the High Performance Organization (HPO) research and talk about topics e.g. Management Quality, Integrity & Trust, Improving Performance and Survive and Thrive the ASIAN Economic Community (AEC). The HPO framework by Dr. André de Waal (Academic Director of the HPO Center) is used by more than 2,000 organizations worldwide, including many Asian companies. Read More
They Do If Part of a Fair and Equitable Rewards System!
A new blog by André de Waal on TLNT shows that bonuses and reward systems are not distinguishing factors for creating and sustaining an HPO.
The high performance organization needs to have an appropriate reward system (whether or not it includes bonuses) that is considered by employees to be fair and equitable. If such a reward system is not in place, the organization will run into trouble and opposition from employees, rendering the goal of becoming an HPO virtually impossible.
Read this new blog by André de Waal on TLNT!