Take a business or division of a business that is doing okay, (note… not doing exceptional, just okay…) take a good hard look, is it doing what you want, chances are no, you would prefer an exceptionally performing team right? So what to do?

You could do a review, and implement some extra training… chances are though the resultant change and upward jump in productivity will be short lived, a few months at best.

You could sack a few workers and try some new blood… destabalise it a little and see what happens… Chances are the changes will force a few to leave out of fear, and a few to perfom poorly due to the fear and a few to become more pushy as they try to handle the added stress of not knowing what’s next (if anything.)

Or.. You could walk in, and address the issue head on, It probably will not need a lot of ranting and raving. It probably won’t need a lot of cash injection either. Here’s a possible strategy that may get some lasting change.

1. Get the whole team in and show the stat’s, facts and figures speak volumes.
2. Outline what was expected and note the gap… Call it gap analysis if you like.
3. Break the team into smaller groups (min 3 max 5) and then ask them to jot down the issues as they see it. do it in 90 secs or less, but don’t tell them how long they have.
4. Collate the info on to a white board, and ask them to prioritise it. (60 secs)
5. Mix up the groups, now get them to specifically come to conclusions as to what has to happen and how it can be done. Jot down these ideas in 90 secs or less. Create Key Performance Indicators for each conclusion.
6. Create a 3 month action plan to implement it (or less if you can).
   Invite people to become leaders to oversee each part of the plan and keep a tab on the Key Performance Indicators.
7. Set dates to review the process and make sure each review is short sharp and to the point.

Now set them free to make it happen.

My views… It needs to be fast, it needs to happen without warning, it needs to put them on the spot but without finger pointing and attributing blame, it needs to be an exciting plan to be a part of, finally it needs to be accountable.

Then sit back and provide the resources to make it happen, cut out any red tape, just get what is required (within reason) to make it happen.

At the end of the process your team will have either risen to the occasion or maybe failed dismally. If its the latter then you need to evaluate your coaching style (or lack of it) as a leader and find ways to alter it to suit.

Have fun - Play hard - Get results!

Stumble it!