2018 CLIENT FORUM #CLIENTFORUM2018 - ANDESA SERVICES
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2018 Client Forum #ClientForum2018
WORKITTUDE: Engaging
Peak Performance
Client Forum
2018
"Of all the decisions an executive makes, none is
as important as the decisions about people because they
determine the performance capacity
of the organization.”
Peter Drucker"Of all the decisions an executive makes, none is
as important as the decisions about people because they
determine the performance capacity
of the organization.”
Peter DruckerAndesa Forever is far more than a slogan around
which a vision is communicated. It is a promise that
Andesa’s employees will have the opportunity to
excel.
John Walker, Founder,
Chairman, Andesa Board
Copyright 2017 KTA Solutions!. The Andesa Forever vision statement encourages
each person to develop and apply their business skills
to the fullest, in order for them, as well as our clients,
to achieve their greatest potential.
Ron Scheese,
President, CEO, AndesaLeadership Imperative #1:
Identify and know each employee’s capacity for peak
performance.WHAT DATA DO YOU USE TO MAKE DECISIONS ABOUT THEM?
NAME THAT TEAM MEMBER!HOW MUCH DO YOU KNOW ABOUT THEM?
• What is the person known to do well?
• What motivates the person?
• What life experience do they bring that applies to their
work ?
• What does the person retain easily that is useful?
• What natural expertise does the person value and
bring?
• What combination of innate qualities make them stand
out from others?100 1st
88 QTL
77 2nd
71 QTL 3rd
The worse
61
QTL
40 Bottom
4th
27 10% 5% 1% 3
QTL
-2 -14
Top 7 1% 5% 10% -31
The best -63
-100
5,000 CFEsIdentify and know employee’s capacity for peak performance
• minimal/no appetite • insatiable appetite
• lacks natural aptitude • natural aptitude
• repetitious ability • proven ability
• Role questionable • role appropriate
High process needed to perform High capacity to perform
High loss results from performance High potential to perform
• no appetite • growing appetite
• lacks natural aptitude • natural aptitude
• no evidence of ability • unexpected ability
• Role in-appropriate • role appropriate
Copyright 2017 KTA Solutions!Leadership Imperative #2: Make peak performance a normal occurrence.
Leadership Imperative #1:
Identify and know each employee’s capacity for peak
performance.
1. How much of your budget is assigned to putting employeees into
roles where their peak performance is unleashed?
2. In your organization how do you measure if indeed you are turning
employee potential into performance?
3. In your business, do you know who is working in their 5%, 10% or
85% Zone?
4. As leader, are the practices you reinforce, leading to unleashing or
stifling peak performance?
5. How do you know?The engineer, operator and customer
6 Simple Questions measures:
1. The level of Nourishment you are Getting from your work
2. Whether you are Giving from an Activated, Partially
Activated, De-activated State at Work
3. The degree of meaning (Sense of Purpose) you are
Gleaning (experiencing) at work
Copyright 2017 KTA Solutions!Nourishment
Nourishment is the degree of personal enrichment, energy
and encouragement we GET from our Work.
At Work, we are likely to get nourishment from three sources:
Primarily, from doing the Work;
Secondarily, from the manager or supervisor who assigns the
work;
Thirdly, from those we work with.
Copyright 2017 KTA Solutions!FOUR LEVELS OF NOURISHMENT
Low Nourishment When tasks and relationships at
3.3 and work are draining and stressful
less to you.
Medium Nourishment When some tasks and relationships
are draining and stressful while
5.0
others are energizing and engaging.
Above Average When there is a growing appetite
6.7 and energy towards the tasks
and relationships connected to a role.
High Nourishment When there is an insatiable
appetite for the tasks and mutual
8.3 and
trust in the relationships at work.
higherBased upon your responses to:
=
On a scale of 1 to 10 the Snapshot measures the nourishment you
GET from your workLeadership Imperative #2:
Make peak performance a normal occurrence.
1. How nourished are your employees by the work you have
assigned to them?
2. How nourished are they by you their manager?
3. How are you intentionally creating a nourishing
environment?
4. Are your decisions unleashing or stifling peak performance?
5. How do you know?
Copyright 2017 KTA Solutions!Leadership Imperative #3: Embrace the disruption of peak performance.
Phase 1 Phase 2 Phase 3
Founded 1994
2013 Amazon Sales $
74.5 Billion
DISTRUPTION Decline
Maturity
Founded 1971
Borders Sales $1.5
Time
Billion
of
Growth Great Confusion
Inception
TimeLeadership Imperative #3:
Embrace the disruption of peak performance.
• Change the way you assess employee potential.
• How DO you presently determine what roles fit which employee?
• Change the way you convert potential into performance.
• As the leader, how do you go about TURNING potential into
actual performance?
• Change the way your managers turn performance into practice.
• How do you MEASURE how effective your managers are at making
high performance a practice?
• Change the way you predict how new hires will impact outcomes.
• What measurable IMPACT have the people you have hired over
the last six months had upon your business?
Copyright 2017 KTA Solutions!You can also read
