Grow your people with your company.

How much did your company grow last year? Did you grow your talent at least enough to keep up with company growth?

"I finally realized, after working with The Metiss Group and following the selection process, that hiring really doesn’t have to be a crap shoot"

Darton C.

General Manager,
Delaco Kasle Processing

How performance acceleration works

Discovery

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.

Learning

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.

Application

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

Self-Discovery

Using management assessments, managers will learn about their communication style, behavior style, and motivational make up. This period of self discovery begins the leaders deeper understanding of themselves and eventually those who report to them.

Full-Day Session

This session is built to help managers understand the 7 key practices to being a phenomenal leader:

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.

Application Period 1

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.

Custom Session Follow-Up 1

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.

Half-Day Customized Session

During our coaching sessions, a theme will appear in areas that the managers all seem to be struggling. We customize the second half day session to go deeper in these areas and make sure we are reinforcing the learnings.

Application Period 2

After the half day session, the managers will have a firm understanding of all the seven practices and will refine how they are being implemented.

Custom Session Follow-Up 2

After the second application period, our team will schedule a final coaching session with each manager to discuss any issues or areas of developmental need in the seven practices. These sessions go a long way in cementing the practices and making them part of their normal managerial routine.

Hear it from our clients

Find out how Performance Acceleration has helped hundreds of businesses run more effectively.

What's Included

Call for Pricing

Full Workshop
One-on-one Coaching
Team Evaluations
Accountability Matrices

All Included

What's Included

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

See a Sample

Presentation Slides

Reference for all of the data and conclusions covered

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Additional Documents

One-on-one forms, Seven Practices Checklist, AM toolkit - sample, instructions, blank form

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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.

Make sure your team is growing at the same pace as your business with Performance Acceleration.

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