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Strongest intrinsic rewards are social!
Away
Threat Toward Reward
Status Certainty Autonomy Relatedness Fairness
Rock (2008)
1
How we get performance management wrong!
1. Not respecting how personal feedback is
2. ‘Branding’ of performance management creates threat
3. Extrinsic rewards can be a big trap
4. Use 360’s for development not reviews
2
Reserve 360’s for development!
360’s can impact all 5 domains of SCARF negatively.
Link them to growth, not underlying threat.
3
How we get performance management wrong!
1. Not respecting how personal feedback is
2. ‘Branding’ of performance management creates threat
3. Extrinsic rewards can be a big trap
4. Use 360’s for development not reviews
5. Too much focus on the process instead of the conversation
4
Focus on the conversations!
Tweaking the system is easier than the hard
work of training managers to have
effective conversations.
Managers accurately predict it is better
not to give feedback.
5
How we get performance management wrong!
1. Not respecting how personal feedback is
2. ‘Branding’ of performance management creates threat
3. Extrinsic rewards can be a big trap
4. Use 360’s for development not reviews
5. Too much focus on the process instead of the conversation
6. Am emphasis on the annual event not everyday development
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Rethink performance management"
Develop the right philosophy!
1. Build the business case for change
2. Identify 3 strategic objectives for performance management
3. Define the new mindset
4. Rebrand performance management itself
5. Rebrand each element of the cycle
Mindset shift!
FROM TO
Data driven Data and potential focused
Rank focused Growth focused
Fixed mind set Growth mind set
Driving Developing
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6. Identify the number of types of conversations
7. Process map the list of dialogues as “quality conversations”
8. Build simple learning aids
9. Design learning solutions that embed new habits
The neuroscience of quality conversation!
Rethink performance management!
Habit
Action
Insight
Impasse 11
Rethink evaluation!
10. Rethink what to measure
11. Rethink how to measure
12. Develop your technology solution
What can replace ranking?
Worst 20% 20% 20% 20% Best
20%
Progress toward mastery
New to X skill
Very high level of X mastery
learning and progress
progress to date
This is who you are
What to measure!
What to measure!!
!
What would you like to understand further?!
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Insights and questions!!
!
What would you like to understand further?!
15
Further resources!
• Turn the 360 around. NeuroLeadership Journal 2010!
• Quiet Leadership, Collins 2006!
• Your Brain at Work, HarperBusiness 2009!
• NeuroLeadership Summits in London, Washington, DC.!
• NeuroLeadership Education programs!
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NeuroLeadership learning opportunities"
NeuroLeadership Summit
Washington DC, November 5-8, 2013 "The Neuroscience of Leadership Effectiveness"
• Leadership Stamina • Breaking Bias • Can Executive Wisdom be Accelerated?
• Navigate The Social Landscape • Drive Performance • Develop vision and strategy • Breakout Sessions
NeuroLeadership Summit Confirmed Speakers
Dr. Matthew Lieberman Director of the Social Cognitive Neuroscience lab at UCLA Dr. Jessica Payne Director of the Sleep, stress & memory lab at the University of Notre Dame Dr. David Rock Director, NeuroLeadership Institute Dr. Dan Radecki Senior Director of Clinical Research and Development, Allergan Education Director, NLI
NeuroLeadership Education
NeuroLeadership 101: Virtual (4 weekly webinars), or 1-day live. Virtual October&December 1 day live in September (London), November (Washington DC)
Certificate: 6-months, starts October and February – prerequisite to Executive Masters
Executive Masters: 12-18 -month, non-degree professional program. Starts February 2014.
Masters: 4-year program. Starts October 2013
NeuroLeadership in the Media
How brain science helps with cultural differences
Hack your brain to achieve your goals
For more visit www.neuroleadership.org
Leading after the attack ads
Why radical transparency is good business
An insight into your mind
How to train your brain to stay focused
Three ways to think deeply at work
Bridging the fiscal cliff
Transform Your Organization with NLG!
For more information on customized scalable training solutions contact:
mary-joe@nlgroup.co.za
22
Connect!For more information about our programs please visit:
www.neuroleadership.com
23
Thank you!"
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