Do you remember something called the ‘Bell Curve’ from your school days? When applied to work performance, it basically means that most people (68%) are in the middle and have average quality of work while 16% are high performers and naturally the other 16% are low performers.
“We fire all our low 16%” laughingly said a friend who owns a successful mid sized company. I knew what he meant because some work cultures have little resources to waste on investing in low performers to get them to become average. Don’t you wish you worked for him?
I’ve long been singing the praises of the use of coaching skills to develop leaders such as intentional listening, questioning and acknowledging skills but what do we use for those average and low performers?
In my workshops, I teach managers about a tool called DIRECT (a pretty acronym for an ugly conversation). DIRECT is used in performance management conversations where an expectation is not being met and needs to change. Continue reading