Three Steps to Change your business
My nephew was learning to ride his bike. I took him back to his Dad who asked, “Was it a success?” It was a tricky question. What was classed as success? He crashed into a hedge, nearly ran over a dog and fallen off multiple times. But he was faster than he had been and his brakes were now being used. He was quicker but more dangerous to dogs, he was braking but less stable on corners. Sometimes, it can be pretty hard to figure out the answer when you don’t know what is not obviously discernible or tangible.
For a business to measure or quantify what is typically not tangible is difficult. The absence of clear definitive and discernible elements make evaluating or assessing impossible or even unintentionally avoided.
Communicating, decision making, interactions between internal functions, management, flexibility, being a team player, accepting responsibility. These and others are the somewhat intangible soft skills of business that are often causing such an impact in people performance.
To help individuals improve, businesses need to identify the root cause that impact performance. Organisations are well equipped to deal with performance issues that they can recognise and measure. i.e. “You are half an hour late.” or “You’ve not hit your sales target this month.” But the soft skills, that affect the core of how a business performs, are not tangible and agreed and it raises a question: ‘Can these soft skills be intentionally developed to improve business performance?’
The answer is yes. But the standard approach is not cutting it. Sheep dipping everyone through training courses isn’t creating the behavioural change businesses desire or require. A study conducted by the Society for Training and Development found that some 90% of new skills or information is lost within six months. 45% of people do not experience any significant performance improvement as a consequence of training courses.
To create the behavioural changes required to increase capability and performance, there are three steps that would need to be taken:
1. Break down the attributes required into tangible skill-sets creating consistent and transparent expectations for people to excel across the business.
2. Equip individuals to analyse capability against the company wide standard and identify specific development needs required to excel in their role.
3. Facilitate an effective partnership between managers and employees by aligning the understanding of current capability against the standard defined by the company. This supports the prioritisation of identified development aims and goals through to successful implementation.
This process and partnership is important as it creates an open and honest dialogue between managers and their employees. It places value on each individual and identifies their specific skills set and what steps or actions they can take to improve. Accountability is naturally implemented without the feeling of being watched or mistrusted, removing the feeling of ‘just being a number’.
This three step process sounds impressive, it sounds like it could effect a difference and establish real change. It sounds ideal, yet probably idealistic? Thankfully not, because the Pobi software platform does all of this and more. Approaching the people performance issues of UK business in a unique way. This is not another training programme or token gesture approach, Pobi can bring all of this to your entire workforce, a tangible reality for your business.