Managing People for Performance

Small, medium-sized and young businesses must run exceptionally well - normally there is no margin for waste or error. Yet many believe that ambitious targets and eager people are enough. In fact, early results may be just a by-product of good conditions or exhausting effort.

A business leader must understand where, why and how people get results. Otherwise, they can't influence 'performance', i.e. all the judgments, choices and actions that people take (or don't take) every day, and that add up to success (or failure).

ValueMind helps entrepreneurs and managers to decide, "When it comes to people, how do I 'manage what counts' but avoid micro-managing?" They learn to trust and use five essential practices for high performance: clear expectations, lots of feedback, skilful dialogue about performance, the right type of structure and support, and meaningful rewards.

Investing in performance management pays off almost immediately, but the biggest benefits come during crises and periods of rapid change, when winning performance can become obsolete overnight.