The Skill / Will Matrix
The matrix can be used to assess your employee's skill and willingness to do a specific task. Based on that assessment, you can choose how to best manage the employee towards success.
[IMG]http://www.primarygoals.org/Diagrams/images/SkillWill.jpg[/IMG]
An employee is rarely in one quadrant all the time. An employee will fall into one quadrant or another depending on the task and their
* Skill: Experience with the task, training, knowledge, and natural talents.
* Will: Desire or achieve, incentives to do task, security surrounding job, confidence in abilities, and feelings about task ("attitude")
Guide
* Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
* Discuss and set methods.
* Check for understanding
* Identify and provide required training.
* Accept early mistakes as important "coaching" moments.
* Give responsibility and authority for the pieces of tasks employee can do.
* Structure tasks to minimize possible risks to employee and company
* Provide frequent feedback.
* Require frequent check-ins (verbal or written) early in the project, but relax control as progress is shown
* Praise and reward for success
Delegate
* Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
* Involve in decision-making
* Frequently ask employee for opinions
* Check for understanding
* Give responsibility and authority because employee is competent and committed.
* Provide feedback.
* Ask for check-ins at key milestones or when employee has questions.
* Praise and reward for success
Direct
* Discuss what would motivate employee. Agree on what is possible.
* Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
* Set clear rules, methods, and deadlines
* Check for understanding
* Give responsibility and authority for the pieces of tasks employee can do.
* Structure tasks for quick wins
* Identify and provide required training.
* Provide frequent feedback.
* Require frequent check-ins (verbal or written) early in the project, but relax control as progress is shown.
* Praise and reward for success
Excite
* Discuss why task is important and why employee is best choice.
* Discuss what would motivate employee. Agree on what is possible.
* Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
* Check for understanding
* Give responsibility and authority because employee is competent
* Provide frequent feedback.
* Require frequent check-ins (verbal or written)
* Praise and reward for success
From India, Bangalore
26The matrix can be used to assess your employee's skill and willingness to do a specific task. Based on that assessment, you can choose how to best manage the employee towards success.
[IMG]http://www.primarygoals.org/Diagrams/images/SkillWill.jpg[/IMG]
An employee is rarely in one quadrant all the time. An employee will fall into one quadrant or another depending on the task and their
* Skill: Experience with the task, training, knowledge, and natural talents.
* Will: Desire or achieve, incentives to do task, security surrounding job, confidence in abilities, and feelings about task ("attitude")
Guide
* Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
* Discuss and set methods.
* Check for understanding
* Identify and provide required training.
* Accept early mistakes as important "coaching" moments.
* Give responsibility and authority for the pieces of tasks employee can do.
* Structure tasks to minimize possible risks to employee and company
* Provide frequent feedback.
* Require frequent check-ins (verbal or written) early in the project, but relax control as progress is shown
* Praise and reward for success
Delegate
* Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
* Involve in decision-making
* Frequently ask employee for opinions
* Check for understanding
* Give responsibility and authority because employee is competent and committed.
* Provide feedback.
* Ask for check-ins at key milestones or when employee has questions.
* Praise and reward for success
Direct
* Discuss what would motivate employee. Agree on what is possible.
* Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
* Set clear rules, methods, and deadlines
* Check for understanding
* Give responsibility and authority for the pieces of tasks employee can do.
* Structure tasks for quick wins
* Identify and provide required training.
* Provide frequent feedback.
* Require frequent check-ins (verbal or written) early in the project, but relax control as progress is shown.
* Praise and reward for success
Excite
* Discuss why task is important and why employee is best choice.
* Discuss what would motivate employee. Agree on what is possible.
* Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
* Check for understanding
* Give responsibility and authority because employee is competent
* Provide frequent feedback.
* Require frequent check-ins (verbal or written)
* Praise and reward for success
From India, Bangalore
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