Adaptive Performance Management Basics

Name: Adaptive Performance Management Basics
Author: William B. Luton

Measure performance results and set targets for improvements.

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Course: On-Demand

(upbeat music) What does adaptive performance management involve at its most basic level? In these lessons we'll go over metrics, setting targets, creating a company culture that's both transparent and fosters engagement, and what adaptive performance design looks like. Let's look at some specific tools and approaches that will help you bring about adaptive change in organizations. One way to do that is by using the right metrics to learn about the performance you're observing. Another is to set clear targets for behavior and task adaptation using adaptive performance management, to set your company on the path to greater levels of success. The best metrics to use to evaluate performance aren't going to be the same for every organization or every situation. There are countless human resources management tools for employee evaluation, along with scores of organizational climate and culture analysis tools to help determine your organization's culture. Which tool or group of tools that will work best for you depends on your organization's culture as well as its performance management history. If your organization is used to operating informally, you'll want to take it slow as you introduce more formal processes and procedures for performance evaluation. If your team doesn't buy into the new process, this will hurt your results and slow down progress. Let's discuss a few examples of what that means. Consider an organization where everything is done informally, which has become so integral to the culture that employees view introducing formal metrics as hostile. In these scenarios, it's not uncommon for employees to view new formal metrics as ways to push people out. You can feel almost like the organization is out to get them. In an organization where metrics are the heart and soul of how everything is assessed on a daily basis, employees usually don't see new metrics as hostile, just different from what they're used to. No matter what metrics you are using, it's critical that your team members understand that organizational success isn't simply measured by metrics. If that were true, the metrics themselves would be the organization's mission and vision. Instead, introduce metrics as ways to measure outcomes. What that means is that when things are running smoothly and the organization is successful, the metrics will look positive. Not because you've been chasing good metrics, but because the metrics show that the real work done every day is being accomplished properly. The metrics serve only to verify that. Once you've selected tools that help you in your organization, use them to take stock of exactly where you are in all the most important performance areas and set targets that are clear and achievable to help you get to the next level. The next part of the process is important because doing it right will go a long way toward making the difference between success and failure. You should clearly communicate with all the stakeholders in your organization, what you are seeing throughout the performance management process. You should also clearly communicate the new targets for behavior and performance by explaining clearly why those adaptations are necessary and how they will help move you and your organization to the next level. The best way to accomplish this is through establishing and cultivating a culture of transparency.

Intermediate Provider : William B. Luton 6 Lessons · 17m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

In this module, you’ll learn how to measure performance and set clear targets for improvement. You’ll also be introduced to creating an organizational culture of transparency and making sure your environment celebrates and encourages engagement and dialogue across all levels. Then, you’ll learn how adaptive performance design works in individual and team environments.

What You'll Learn

Establish appropriate metrics and set clear targets to measure performance and adapt organizational goals
Describe a transparent organizational environment and apply the steps to build one
Foster dialogue and engagement at all organizational levels
Build an adaptive performance model
Compare regular adaptive performance design with team adaptive performance design

Key Takeaways

Measuring performance and setting clear targets supports improvement and helps adapt organizational goals.
Building an organizational culture of transparency involves specific steps you can follow.
An effective environment celebrates and encourages engagement and dialogue across all levels of the organization.
Adaptive performance design works differently in individual and team environments.

Frequently Asked Questions

What will I learn in this module?

You'll learn how to measure performance and set clear targets for improvement, create an organizational culture of transparency, encourage engagement and dialogue across all levels, and understand how adaptive performance design works in individual and team environments.

Does this course cover both individual and team performance?

Yes. It covers building an adaptive performance model and compares regular adaptive performance design with team adaptive performance design.

What topics are included in the lessons?

The lessons cover Establishing Appropriate Metrics and Setting Clear Targets, Cultivating Transparency, Fostering Dialogue and Engagement at All Levels, Adaptive Performance Design, and Team Adaptive Performance Design, followed by a Test Your Knowledge section.

Is there a knowledge check in this course?

Yes. The course includes a Test Your Knowledge lesson.