Elevating Performance

Behind every great leader is their legacy. Whether it be a policy, a famous speech, or their selection of team members, their successor has big shoes to fill… so how does one build a great team and make such a decision? More importantly, how does one attract the talent to do so? 

Believe it or not, it all starts with the hiring process— the successor is merely and end destination. For those of you who tuned in to HBO each week to watch the award winning show, “Succession”, you understand the chaos that can ensue amongst poor succession planning, lack of team delegation, and a toxic work culture. 90% of the setbacks and crises within the show could’ve been avoided with a strong team culture and a good performance loop. 

We offer 5 steps within our elevating performance program, which we label as the Performance Loop. The formula is much simpler than one might think. The application, on the other hand, takes a concerted effort and diligent practice. Creating the right framework within your company or organization starts from the very beginning: the hiring process!

Children holding up a trophy celebrating their victory together

What is a Performance Loop? 

Simple templates can go a long way to identify responsibilities and evaluate performance, as well as setting up a simple process to identify key goals for each position. Starting with a clear job description that displays the organization and clear needs from this role can attract real talent. Getting the right person in the right job is roughly half the battle when it comes to performance. The other half consists of coaching and accountability! Therefore the next steps of the performance loop require annual goals, coaching, and assessments, and finally, as mentioned above, a successor. 

An image of Collaborative Consulting's Performance loop, with 5 steps for elevating performance

Over 75% of new strategies of transformations are ineffective due to a lack of accountability. Don’t let this be you!

We typically begin helping our clients by identifying the strengths and weaknesses of their performance loop. If you are struggling to implement a new strategy or feel that as a leader you could drive new levels of accountability, don’t hesitate to contact us.

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