Insights own Ang Brennan, head of learning and talent, recently featured in Forbes, in the article How to get performance management right by Sally Percy. Ang shared her views about performance management…
How we approach performance management can leave a deep and lasting impression. Employees look to their managers for guidance and the way we interact with them around performance can shape their confidence, growth and sense of belonging for a long time.
Ang Brennan
Performance management can be one of the most challenging aspects of leadership. It is the job of a leader to get the best out of everyone in the team, but addressing underperformance is typically a difficult task, involving awkward conversations – which is why some leaders prefer to avoid it altogether.
Nevertheless, research by McKinsey suggests that companies that focus on their people’s performance are 4.2 times more likely to outperform their peers. So, performance management is not only worth doing; it’s worth doing well. Here’s how:
Self-aware leaders are more effective at inspiring and motivating their teams than their less aware counterparts. That’s why our leadership programs start with self-understanding; helping leaders see where they excel, where they struggle and where they’re just treading water. Once this awareness is established, we guide leaders in understanding others, enabling them to nurture talent, unify teams and lead innovative, dynamic organizations.
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