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Three tips to create performance driven TEAMS

Hereafter the three most inspiring insights of our recent Peer Learning Cycle on how to make teams more Performance Driven. The insights were shared by Jan-Arie Smit, Rene Nomden, and René Pruijssers.

Why are we sharing this ?

We are InspiringPeople. We are connecting people to inspire each other and develop themselves on leadership topics.  Would you like to join our upcoming Peer Learning Cycles and become one of the most inspiring people on a leadership topic you like? 

1. Tell what, Ask how

Challenge a team by asking how to achieve a truly stretched goal (i.e.: up sales with 100% in 2 year), whereby “cannot” is not allowed. This will trigger the out of the box thinking, where current constraints are being moved out of the way and big thinking is the only way to answer.

As a leader be prepared to take up the challenge you get in return and organise the resources and changes needed to achieve the stretched goal. Don’t forget to make the team the owner and empower them to lead and achieve. The energy this can unlock is incredible.

2. Introducing performance management first time

After having worked on introducing performance management for 8 years, it still strikes me how difficult it can be. When you ask a department: “What drives your success?”, you get a lot of different, mostly qualitative answers: “We just do what we do.” Even if they do come up with a more elaborate answer, the questions “How do you know that today’s actions, contribute towards the result?” or “How do you steer towards the end of year result?” remain unanswered.

Additionally, a lot of discussions on performance focus on explaining why results are what they are, instead of focus on delivering and improving the results.

3. The Hunt for the Purple Crocodile

Within companies there are many little annoyances about bureaucracy or simple procedures that don't work properly. Introduce a simple tool where people can report these little disruptions. Give the reporter the responsibility and tools to fix the problem. Reward him afterwards with a compliment and make sure that you inform the organization.

In that why people are encouraged to take responsibility for continuous improvement. Make sure that the reported annoyances are small so they can be handled easily. Start these little improvements sequentially and not parallel to keep focus.

Do you also want to develop yourself, or inspire others ? 

InspiringPeople is connecting people in Peer Learning Cycles to inspire each other and develop themselves on leadership topics.

Happy Learning !!

Your InspiringPeople Team


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