 September 2007 High Performance Cultures
Should you want to have the highest performing team in the country in your industry then researching into the areas we describe in this newsletter would be a great place to start. Recognise Road-map Replicate If you don't have interactive on-line knowledge sharing, start to think about what it would take to create this.
Sharing knowledge within or across any part of society is taken for granted where would we be today without the internet, newspapers, books or TV? But within business, sharing information is often overlooked and sometimes even feared. HPS have found a common element amongst top performers and high performing cultures across different teams and organisations, being that they all highly value and promote knowledge sharing. We all know how it feels when someone confides in us or shares a big secret we develop a sense of responsibility and pride in knowing this person trusts us. The same thing happens within organisations. Sharing knowledge promotes trust, openness, honesty, ownership, a feeling of belonging, wanting to contribute, responsibility and pride. Imagine having your whole team performing every day with these qualities going into their work. As well as the benefits mentioned above, there is a huge benefit in having all your team perform at the same level as your highest performers, which is possible through sharing the process, information, beliefs, skills and information the best people use. Knowledge sharing provides your organisation with this. Below are a few of the more common daily and weekly occurrences that facilitate knowledge sharing: Specific team interventions Knowledge management technologies Coaching Competitions with feedback Use of internal experts Team meetings Use of industry experts
High Performance Cultures High performance cultures can be defined in many ways, we use this term to talk about cultures and teams that don't have a weak link. Everyone works well together and everyone is keen to compete against each other to consistently achieve greater and greater results.So how do you achieve this type of culture?
 Retaining your Best People - How? Another of the most undervalued areas in organisations today is the time put into understanding what it takes to retain high performers. Because of the way financial reporting, forecasting and budgets work in most organisations, often no one really knows the true cost of recruitment and re skilling, or knowing about and understanding the informal rules and processes a high performer had, that then take years to replace. New people may take many, many months to fit into and truly understand the team, then, if steps are not put in place to ensure the person is understood, they end up leaving and it happens all over again. When you total the implications, costs in the millions of dollars are often the case, in a market desperately short on educated, high performing talent.  So what does it take? Talk to your team to find out what they need, and you'll come back to similar things HPS has re-engineered a formal series of unique processes in order to understand, roadmap and replicate strategies that enable you have a much better understanding of 'why' you would want to keep certain people, 'what' you need to do to understand them and 'how' you should go about doing it. Once you have in your possession formal and informal feedback on all of your staff, you can create internal interventions, coaching programs, reengineered business processes, development plans and cost effective recruitment! We covered in our first edition 'finding out what motivates your staff', now we'll talk about exactly what to do with the information once you have it. If you want your team to feel they are doing a great job, tell them, or reward them in a way that appeals to them. If they want to have projects of real interest that challenge them or want to see a specific strategy going forward for achieving their own business outcomes, sit down with them and map these things out. If they want to see that promises made are kept or negotiated in a way that is win-win, fulfil on what you say you will. Everyone is different. There are many other factors that will make a difference to your team and your team building efforts and putting yourself in the shoes of your direct reports could save you a fortune. Some recent client comments based on HPS programs "My conversion rates over the last 6 months had been around 15 to 19% they shot up by just over 100% to around 41%." "HPS was probably the best investment of time I have ever made!" "Over the first 12 months of their engagement, sales across the organisation increased by 40%, overall results varied between 15 and 100%." Contact us today for more details or to speak with some of our clients. We trust you've gained valuably from this newsletter in order to share one of your most important resources, 'knowledge' and build a high performance culture, increasing performance and profit to win in your market. HPS Behaviour Change thanks you for the opportunity to share this information with you, our clients, we look forward to when we next speak. Note - You are on our communication list because we value your organisation and the work you do.  You will know others who might benefit from this information, feel free to forward this on where you see benefit. If you are not currently a client we look forward to working with you. Contact us at www.BehaviourChange.com.au |  |
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