How performance acceleration works
The process kicks off with a learning period about the manager. We dive deep into discovery of direct reports communication style, behavior style, and motivational make up. The manager will come away with a new understanding of how they are perceived by others and where to leverage their internal, natural habits.
The managers will take part in an interactive all day learning session diving into the 7 most important leadership practices. These 7 practices are the cornerstone of leadership and we will dive deep in understanding them and how the managers can incorporate them into their day to day.
Coming out of the session, there will be time to implement these new learned practices. Each manager will have a personal meeting with our Advisors to discuss the application of these learnings and put together an action plan to work against.
The Performance Acceleration Process
- Empowerment – The foundation of leadership; borders and boundaries;
- Succession – Your direct reports should be continuously growing and developing. There should be business continuity even if someone is out for 6 weeks!
- Personal Development – Direct reports are responsible for keeping their saw sharp and growing in four key areas: Physical, Mental, Emotional, Spiritual.
- Scorecard/Job Accountabilities – Job Accountabilities are the blueprints for role clarity. Once a role is understood and defined, the direct report is able to grow to take on more responsibility. Developing the wrong people is not the right solution
- Feedback and Communication – Feedback is key for direct report growth and course correction. Learning the different purposes and types of feedback for different types of people is critical.
- One on One’s – One on One’s are by far the most effective practice to getting more out of your direct reports. Perfecting and preparing for these meetings is paramount to enhancing communication between managers and direct reports.
- Performance Reviews – Performance reviews are informal, quarterly meetings to review progress towards goals and discuss if direct reports are on track or off track.
- Goal Setting – Clear, defined goals are important for each individual to work towards. Goals should be measurable, time bound, and aligned with the organization’s.
Once the managers go through the session, there is time for them to implement the practices. The managers will experiment with putting the seven learned into their leadership styles and being understanding how they play out in their work environment.
Each manager will schedule time with our team to discuss the application period and how they have successfully or unsuccessfully implemented the practices. Our team will coach the managers on some best practices and tips to implement the practices easier or make them more impactful.
Customizing feedback based on personality type
We delineate our feedback by breaking down your team according to personality type, with specialized stragegies for each.
Hear it from our clients
Find out how Performance Acceleration has helped hundreds of businesses run more effectively.
Performance AccelerationTeam optimization by Metiss
Here are some of the reports and assessments included in addition to hands-on coaching, briefing, and debriefing throughout the process:
4 Bundled Handouts
Empowerment Model, Empowerment Worksheet, Know Your Direct Reports Worksheet, Two-sided AM
Who is The Metiss Group?
The Metiss Group is a team of experts in behavioral science, and for the last 20 years, have been leveraging scientific rigor to discover and recruit talent for organizations with specific cultures and needs.
The three service pillars of our innovative platform comprised of Employee Selection, Performance Acceleration, and Organizational Health are designed to help businesses grow and fulfill their potential.