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PERFORMANCE, MENTORING AND MONITORING

By Prof. Rita Rangnekar

Some Basic Concepts


Monitoring Managee Performance & Mentoring Managee Development

Supervision Delegating Conselling Monitoring Review Discussions Communication Mentoring Coaching Development

RESEARCH BASE
A. B. C.

Drivers of Organizational Performance Planning on the Left Side and Managing on the Right Managerial Leadership I) Attributes

Communicating Organizational Vision and Strategy Knowing Customer Needs Championing Organization-initiated Change Anticipating Impact of Competition Creating an Environment that Fosters Risk-taking Understanding New Technologies An Understanding of Other Cultures and Languages

II) Mistakes

Deviating from the Organizations Strategy Inadequate Focus on Customer Needs Failure to Anticipate Impact of Competition Lack of Openness to Learning and New Ideas Failure to Invest Enough to Hire the Right People Not Communicating Organizational Vision with Clarity Inadequate Development of Managees Trust Failure to Foster Risk-taking Failure to Leverage New Technology Lack of Understanding of Other Cultures

D. Situational Leadership

Directing Coaching Supporting Delegating


High Supportive and Low Directive Behaviour S3 Supporting Low Supportive and Low Directive Behaviour S4 Delegating High Directive and High Supportive Behaviour S2 Coaching High Directive and Low Supportive Behaviour S1 Directing

Development Levels Competence Commitment High Competence + High Commitment = D4 High Competence + Variable Commitment = D3 Some Competence + Low Commitment = D2 Low Competence + High Commitment = D1 Process of Development

E. Performance Managers Change Agent Role F. Organizational Human Relations G. Power of Perception H. Equity Theory I. Experiential Learning J. Movers of Human Behaviour K. Achievement, Affiliation and Power Motives L. Enriching Performance through Diversity

Ongoing Performance Monitoring & Review


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Monitoring Managee Performance & Mentoring Managee Development

Supervision Delegating Conselling Monitoring Review Discussions Communication Mentoring Coaching Development

Supervision . Style Monitoring and its Objectives Process of Monitoring Communication


Factual Levels Reflective Levels Intuitive or interpretive Levels Decisional Levels Reflecting on Interpersonal Communication

Listening

Review Discussion Promoting Constructive Controversy How do Periodic Reviews Work Better and Help? Problem Solving