Performance

“If I do not practice one day, I know it.
If I do not practice the next, the orchestra knows it.
If I do not practice the third day, the whole world knows it.”
Ignacy Paderewski – Pianist, Composer, Politician

Performance is measured at many levels in an organization:

• Individual
• Team (Group)
• Department
• Corporation

Optimizing performance is only possible if there is an understanding of the strengths and weaknesses of individuals and groups of employees.

With teams it is important to have complementary competencies where the weaknesses of individuals are offset by the strengths of others. It is also beneficial for team members to understand each other’s character profile. Optimal functioning teams know the competencies of each member. Team roles and responsibilities are defined based on this knowledge to ensure the talents of the team are used in an optimal manner to achieve the best results.

Each successful team – in sports, business and other life activities – has to apply team roles for each member based on their competencies.

While the titles used for team members may vary from sports to business an effective team structure must include those who perform the following roles:

• Captain – bridges team members with management
• Leader – develops, communicates, and directs the strategy to reach the required goals. Demonstrates a commitment to success by personal example
• Super Star – sets an example of high performance or doing the “impossible”. Enjoys the limelight. A team rarely has or needs more than one Super Star
• Team Members – execute the directions from the captain and leader and directly or indirectly support the Super Star

The suitability of individuals for each of these roles can be determined from the Character Assessment. It is rare that one person can fill two roles effectively such as a Team Member and Super Star as they require completely different types of character.