This workshop concerned the use of discipline to improve job performance, as opposed to "punishment".
Some thoughts I got from this workshop that I will apply to my work include:
-Generally 5-10% of any Team are low performers. These personnel take up a lot of supervisory time, drag down the team. Also 5-10% of any Team are "stars" and generally will do well no matter what.
The Instructor suggested Supervisors spend more time on the "almost stars" to make them "Stars" rather than wasting time on low performers who won't improve.
1. Hiring better is the first priority since hiring the right person is the key.
2. Placement is also a priority, in that the right person needs to be in the right place, in a match of needs and abilities.
3. Asking a person to change can be intrepreted as "what am I doing wrong?" The suggested method is to emphasize change to results, not as "doing something wrong".
One concept that I especially liked is the idea of "setting expectations" rather than merely trying to improve behavior. The instructor mentioned setting expectations "early and often".
The instructor noted that 15% of Job Performance problems is lack of skills while 85% of Job Performance is attitude or behavior. After the Workshop, my observations were that lack of skills actually a small part of most problem personnel.
I have researched "setting and communicating expectations" since the Workshop and feel this concept was an especially valuable thought from this Workshop.
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