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By Michael Sabbag

Why is it that a few staff, despite their robust talents and information base, nonetheless underperform? the reply may well lie in different root motives within the place of work: the surroundings or tradition, the on hand instruments and assets or an absence of platforms or approaches.

Isolating a root cause-and its corresponding functionality chance- is step one in aiding an worker boost and develop. simply then can a exact resolution, even if a role redecorate or one-on-one training or education, be pointed out and utilized in order that members can in attaining top functionality. Developing Exemplary functionality One individual at a Time lays out an easy strategy to spot the "right" functionality focus-one exemplary power that may be leveraged and one "expandable" power with improvement potential-and flip it into effects that help an organization's total procedure and good fortune.

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Thus, when you introduce the idea to your leaders of setting weaknesses aside when developing performance, you may hear some grumbling, resistance, or challenge. Certainly, you want to acknowledge the importance of raising someone’s weaknesses in performance in critical areas of his job to the at-standards level during the performance management process, but take this opportunity to inform leaders about the potential of a strengths-focused performance development process to yield exemplary performance—something every leader can get excited about.

This is fine, because the most important parts of my job—the parts that have the most impact on the company’s bottom line—are the parts that I’m good at. There is no sense in my trying to reach the exemplary level for writing product requirement documents because I lack the potential to ever meet that goal. 19 20 DEVELOPING EXEMPLARY PERFORMANCE Instead of aiming to help employees become exemplary at every task assigned to them—an unrealistic goal that may involve unneeded, excessive efforts, resources, and stress—the present model focuses on helping leaders raise employees to the exemplary level in targeted areas where (a) employees have already demonstrated some strength, and (b) the most impact on the company’s execution of strategy will be realized.

Just imagine having a bunch of Tiger Woodses running around your organization. The degree of departmental or organizational success you’d experience would be enormous. As you reflect on your own organization, perhaps you’re starting to see the possibilities for success that the present model can offer your leaders and employees. I’ve seen those possibilities fulfilled after using the model myself many times, and I’ve seen them fulfilled for others after they learned how to use it; I am confident that you will soon see similar success.

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