Customising your approach
Featured in the Managing the Poor Performer training manual
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Category: Performance Management
Credit price: 3 download credits (Single user)
Every poor performers development needs are different and, once they have been identified, there comes the process of providing for them. Whatever route is chosen, be it a training course, a series of coaching sessions or perhaps arranging for a suitable mentor to take things forward, the question arises of how this should best be done, taking into consideration the type of person needing development. Of course we are all different, but we all do have a set of core traits that form, as it were, the background to all what we do in live. For instance, some individuals respond best to activities that place them in the limelight, and they enjoy those parts of a training event in which they have to perform in front of a group, whereas this activity would be anathema to others. Other common traits are those to do with planning and organisation – my desk is always neat and tidy and I know where everything is – my partner’s desk is a tip, but she still gets her work done on time! Any training event must take these personal characteristics into account. There are many highly researched documentations of these trait continua and they all contain these four dimensions, those to do with: a persons extrovert or introvert characteristics; the degree to which the individual is initiative or factual; the degree to which the person like to have things planned out in a methodical manner; the individuals preference for thinking or feeling – do they decide from the heart or the mind. For the manager engaged in improving someone’s performance, ensuring that the individual’s core traits are in accord with the actual activities chosen for the improvement process is crucial. To ask a person with highly extrovert traits to improve by sitting quietly reading about how something is done is as ineffective as asking an introvert person to learn by leading a group activity.
You begin the training activity by asking participants questions, which lead to the development of the four trait continua. In a plenary session, they participate in an examination of the four traits and are then asked to make a judgement about where they think they lie on these continua, without revealing their decisions. Participants with traits at the same end of the spectrum then work in pairs or groups to identify suitable performance improvement approaches they would personally respond to. Comparisons are then made and discussed with a view to improving each individual’s ability to identify the key characteristics of each trait. The training activity closes with a brief summary of the three important points to remember about developing the poor performer by taking personal traits into consideration
Who is it for: This training resource is intended for use by trainers to help participants learn about different personality traits in individuals. They practise recognising these in each other and then, in discussion pairs, formulate the most effective ways of bringing about performance improvement with a particular individual.
| Resource Type: | Activity |
| Min Group Size: | 4 |
| Max Group Size: | 20 |
| Typical Duration: | 01:30:00 |
| No of Pages: | 15 |
Resources: View standard resources for Fenman training activities
Purpose: This training resource is intended for use by trainers on any programme relating to improving poor performance, basic training for managers, training the trainer, and management development.
Download the training activity, Customising your approach as featured in the Fenman training manual; Managing the Poor Performer