Analyzing High Performance Work Culture: Leadership and Impact

This presentation delves into the concept, value, and features of a high-performance work culture, emphasizing the crucial role of leadership in fostering such an environment. It examines the impact of this culture on business operations, highlighting the importance of empowered and engaged employees. The presentation evaluates development programs like coaching and mentoring, discussing various theories and potential barriers. Ultimately, it underscores the necessity of creating a high-performance work culture to achieve organizational goals and objectives, improve employee performance, and ensure continuous growth through effective leadership and employee development.

Individual Presentation
on High Performance
Work Culture

Table of Contents
INTRODUCTION...........................................................................................................................1
Concept of high performance work culture.....................................................................................2
Value of high performance work culture.........................................................................................3
Features of high performance work culture.....................................................................................3
Impact on business operations and practice.....................................................................................4
Role of leadership............................................................................................................................4
Evaluate development programs particularly coaching and mentoring..........................................6
Various theories for coaching and mentoring..................................................................................8
Barriers to coaching and mentoring...............................................................................................10
CONCLUSION..............................................................................................................................10
REFRENCES.................................................................................................................................11

INTRODUCTION
It is important that high performance work culture is to create few learning programmes and
some training session are required in firm. Business with high performance culture in
organization to protect their investment with more focus on workers engagement. It is also
providing value to their business organization and support firm goals and objectives.
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Concept of high performance work culture
To communicate goals and objectives which will be impact on workers performance for multiple
levels and it should be create high performance working culture and leaders are should be
motivate to perform many things in organization and inspiring workers. If there is high
performance based culture is only focus of making sure to be an effective way as possible and
support overall goals and objectives in business concern.
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Value of high performance work culture
Features of high performance work culture
Strong leaders: Leaders is an important function which team work performance are set to
communicate and directly impact on worker’s performance.
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Empowered and engaged employees: Many organizations with high performance culture to be
more empowered and ensure all employees have proper skills and knowledge to take good
decision in business.
Impact on business operations and practice
It should be improve their leaders abilities for all levels in business and it is very important
for satisfaction of job whether it is good leaders are should be motivate to their employees or
not, it will always impact their business operation and practice.Strong culture produces
workers which will helpful to create common success that turn to be firm grow as a team.
Role of leadership
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Empowerment: Organization growth are need to be measured by sales and profits but
development should be continuous by its people. Lack of improvement and workers growth of
employees for leader efficiencies.
Shared responsibility: Best leaders should be determine by proper training and delegate their
task to another person in organization and better results are should be provided to their own
progress to levels of development.
Effective performance management: High performance work culture are less competent and
recognize their limited control on organization or management and their authority.
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Evaluate development programs particularly coaching and mentoring
Mentoring can be determined on long term aspects of goals should be accomplished whether it is
last two year or not. It is also determine that general meeting should be conducted to be more
informal and it will basis which is required by mentee.
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Coaching styles and strategies
Goal setting: Coaching is to be goals focused approach and well defined that is to be engaged
goals when introduce to gaol setting into coaching procedure and usually it should be familiar
with SMART objectives. A coaching is set to be goals focused where they can set their mindset
of thinking and asking such questions with proper mindset.
Questioning: In case of questioning, they will be willingness to ask such questions and learn
new ideas about best right way to do something and curious about expression life about any
creativity and human general tendency in life. To ask such question it is identify three important
things need to be identify such as focus on attention, new ideas are should be developed and
foster commitment.
Providing feedback: They should be support proper feedback in critical way of thinking to build
and maintain by self efficiency and sense of self esteem to shows perceived competence and
capability to right competent person to do these things and address proper feedback are should be
necessary as well as greater intention for continuous playing. Effective coaches should require
effective feedback that will be connected to workers who have good sales performance and in
case of high performance work culture should be determine that clients are keep motivated that
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would be suggests and provide constructive feedback and performance related feedback are
required.
Listen actively: To listen actively is very important for mentoring skills and knowledge and
mentors are concern about they should build their trust and listen and observable behaviours.
Providing corrective feedback: In terms to ensure that there is giving a frequent and positive
feedback are necessary band effective mentors should also be willing to provide constructive
feedback and let them know about performing well to provide some ways for handling some
situations for mentors. This is an important aspect for managing their risk and people are willing
to provide constructive feedback. If feedback are there then they should provide as soon as
feasible performance of employee and give proper or specific feedback often useful suggestions
for next time and incur to be best resource what time occurs to submit their feedback.
Various theories for coaching and mentoring
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Goal: During this stage of procedure it should be determine there is a goal in priority and these
are short term goals or long term goals also which is clear path and outcome must be agreed.
Goal should be positive while challenging any task and require them to accomplish goals.
Unilever PLC ask such questions related to goals which are what do they want, how they will
feel once goal is accomplished, what does this look like and so on.
Reality: This stage should be determine that coach are discuss about current reality using various
methods and techniques and Unilever PLC invites clients for a specific or particular feedback
which many obstacles are faced. They should be study about future goals and objectives and
events which are irrelevant at goals in hand.
Opportunity: There are many opportunity where option are should be discussed about current
issues as compared to previous issues should be examined and full range of option are
determined for such suggestions. In case of Unilever PLC, these firm coach are need to ensure
that there is a less choices has been made with regard to overcome many obstacles and it is
importantly less environment options.
Will: This is the last stage where all business decision making are act accordingly and it
will be a biggest challenge that many of disciplines are should be concerned. This stage also
co0mmites when customer are should be taken decisive action in order to commit and move
towards accomplishing their goals and objectives. Any conflicts or obstacles which may be
encounter by procedure are should be considered.
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