Bridge the Performance Gap with MAP
Performance, performance and performance is what the world is always looking for. If you can deliver performance on your job, you make it big or else you face the consequences of non-performance. This applies to people at all levels in all organisations.
But then why do people are faced with challenges in performing? It is not always due to lack of knowledge or skills to perform the given task or job. They CAN DO the job in most cases. They are ABLE-TO-DO the job with adequate training or coaching in many situations. Some of them even WANT-TO-DO it. Since knowledge, skills and aptitude are trainable the problem then
with most people is the WILLING-TO-DO part.
The CAN DO is all about knowledge and skills.
The ABLE-TO-DO IS all about aptitude for the job.
The WANT-TO-DO is the wish list.
The WILL-TO-DO is all about ATTITUDES, BELIEFS, VALUES, & PERSONALITY. So what is MAP?
MAP = Measuring Attitude & Personality.
Bridge the Gap with MAP by measuring the hidden potential of people in terms of Attitudes, Behaviours and Competency. MAP is a scientific process driven approach to measuring people of their potential for performance.
The first step is to assess and know the persons personality traits as researched by Carl Gustav Jung. Everyone’s mind processes information as Feelings, Ideas, Analysis and Action. Even though all of us do all the four, some of us are dominant in one and are likely to prefer that over the others. Your responsibility is to find out how your key people are different in their mental processes.
The second step is to assess and understand the emotional responses and inner motivation of each person. They too are different for different people due to environmental conditioning as per the extensive research of William Moulton Marston. Emotions and inner motivation are key factors that, makes or mars performance on the job. So it is time to assess and help develop the performance by bridging the gap.
The third step is to assess performance competency of people. Every job needs certain key competence for a successful completion. Every person has specific competence in which they are good at. This assessment exercise is the key to getting the right person for the right job. The five meta-competencies are critical factors for performance of multitude of jobs. The 5 meta-competency and their 20 sub-competency are;
1. Managing Change: Initiative, Risk-taking, Innovation & Flexibility or adaptability
2. Planning & Organising: Analytical Thinking, Decision Making, Planning & Quality Focus
3. Interpersonal Relationship: Oral Communication, Sensitivity, Relationship & Team-work
4. Result Orientation: Achievement, Customer Focus, Business Awareness & Learning-orientation
5. Leadership: Authority or Presence, Motivating People, Developing People & Resilience
The fourth step is to understand the typical behaviours at work and off work situations. These behaviours due to conditioning over the years have set patterns. The behavioural pattern analysis helps identify if a person is Introvert or Extrovert in interpersonal relations, Diplomatic or Outspoken in one’s communication, High or Low Sense of Urgency and whether the person is Systematic or Innovative processing the information flow.
The fifth step is all about people’s Communications and patterns of communication that they use knowingly or unknowingly. Our environments do influence the way we communicate with our peers, seniors, juniors, our family members, customers, team etc. but over the years we unconsciously or consciously practice communication habits. This pattern or habit can be to our advantage or disadvantage.
Communication is all about convincing people and influencing them to one’s way of thinking and doing. People’s performance largely depends on one’s innate ability to make an impact by persuading people. Hence it is yet another major step to understand how are we? After all Communication is the life and blood of everything that happens in any organisation – big or small.
Leaders want leaders who perform at every level. We need leadership at all levels. If you need the scientific approach to leadership development in your organisation then MAP helps to bridge the Gap. Learn to bridge the gap between actual performance and real potential right now since no organisation can wait for the people to perform or for performance to happen by chance.
If you are keen to put in place a scientific process of Measuring Attitudes and Personality so as to quickly improve on people's performance and productivity, please download the enclosed file for your reference and action. Companies like Buhler, Bosch, Atlas Copco, Volvo, Toyota, Toshiba, Wipro, Novo Nordisk, Novozymes, Nitesh, Maini, Motherson, Ingersoll Rand and many more have benefitted from such interventions. You too can gain and get the best out of your people now.
From India, Bangalore
2Performance, performance and performance is what the world is always looking for. If you can deliver performance on your job, you make it big or else you face the consequences of non-performance. This applies to people at all levels in all organisations.
But then why do people are faced with challenges in performing? It is not always due to lack of knowledge or skills to perform the given task or job. They CAN DO the job in most cases. They are ABLE-TO-DO the job with adequate training or coaching in many situations. Some of them even WANT-TO-DO it. Since knowledge, skills and aptitude are trainable the problem then
with most people is the WILLING-TO-DO part.
The CAN DO is all about knowledge and skills.
The ABLE-TO-DO IS all about aptitude for the job.
The WANT-TO-DO is the wish list.
The WILL-TO-DO is all about ATTITUDES, BELIEFS, VALUES, & PERSONALITY. So what is MAP?
MAP = Measuring Attitude & Personality.
Bridge the Gap with MAP by measuring the hidden potential of people in terms of Attitudes, Behaviours and Competency. MAP is a scientific process driven approach to measuring people of their potential for performance.
The first step is to assess and know the persons personality traits as researched by Carl Gustav Jung. Everyone’s mind processes information as Feelings, Ideas, Analysis and Action. Even though all of us do all the four, some of us are dominant in one and are likely to prefer that over the others. Your responsibility is to find out how your key people are different in their mental processes.
The second step is to assess and understand the emotional responses and inner motivation of each person. They too are different for different people due to environmental conditioning as per the extensive research of William Moulton Marston. Emotions and inner motivation are key factors that, makes or mars performance on the job. So it is time to assess and help develop the performance by bridging the gap.
The third step is to assess performance competency of people. Every job needs certain key competence for a successful completion. Every person has specific competence in which they are good at. This assessment exercise is the key to getting the right person for the right job. The five meta-competencies are critical factors for performance of multitude of jobs. The 5 meta-competency and their 20 sub-competency are;
1. Managing Change: Initiative, Risk-taking, Innovation & Flexibility or adaptability
2. Planning & Organising: Analytical Thinking, Decision Making, Planning & Quality Focus
3. Interpersonal Relationship: Oral Communication, Sensitivity, Relationship & Team-work
4. Result Orientation: Achievement, Customer Focus, Business Awareness & Learning-orientation
5. Leadership: Authority or Presence, Motivating People, Developing People & Resilience
The fourth step is to understand the typical behaviours at work and off work situations. These behaviours due to conditioning over the years have set patterns. The behavioural pattern analysis helps identify if a person is Introvert or Extrovert in interpersonal relations, Diplomatic or Outspoken in one’s communication, High or Low Sense of Urgency and whether the person is Systematic or Innovative processing the information flow.
The fifth step is all about people’s Communications and patterns of communication that they use knowingly or unknowingly. Our environments do influence the way we communicate with our peers, seniors, juniors, our family members, customers, team etc. but over the years we unconsciously or consciously practice communication habits. This pattern or habit can be to our advantage or disadvantage.
Communication is all about convincing people and influencing them to one’s way of thinking and doing. People’s performance largely depends on one’s innate ability to make an impact by persuading people. Hence it is yet another major step to understand how are we? After all Communication is the life and blood of everything that happens in any organisation – big or small.
Leaders want leaders who perform at every level. We need leadership at all levels. If you need the scientific approach to leadership development in your organisation then MAP helps to bridge the Gap. Learn to bridge the gap between actual performance and real potential right now since no organisation can wait for the people to perform or for performance to happen by chance.
If you are keen to put in place a scientific process of Measuring Attitudes and Personality so as to quickly improve on people's performance and productivity, please download the enclosed file for your reference and action. Companies like Buhler, Bosch, Atlas Copco, Volvo, Toyota, Toshiba, Wipro, Novo Nordisk, Novozymes, Nitesh, Maini, Motherson, Ingersoll Rand and many more have benefitted from such interventions. You too can gain and get the best out of your people now.
From India, Bangalore
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