High-Performance Strategies for Self and Team Management: A Report

Desklib provides past papers and solved assignments for students. This report explores high-performance strategies and career development.

Managing Self and Others
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Table of Contents
Introduction......................................................................................................................................3
Question 1 - Career Development and Lifelong Learning..............................................................4
a. Create your own individual PDP that shows evidence of your development achieved in the
past 12 months and applies your planned development for the next 12 months.........................4
b. Produce an illustrated report that evaluates how high-performance strategies enable you to
reflect on how you may work effectively as part of a team.........................................................7
Question 2 - High Performance Individuals and Teams................................................................10
a. Create your own blog to produce a concise summary to answer the following:...................10
How may high performance people be developed by effective performance management?....10
b. Produce an illustrated report that assesses how strategies for skills development and lifelong
learning may enable career development for you and your team colleagues............................12
Conclusion.....................................................................................................................................16
References......................................................................................................................................17
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Introduction
The concept of “Managing Self & Others” includes the most effective factors such as the deep
knowledge & understanding of the “emotional intelligence” for ensuring the development &
encouragement. The complete SWOT analysis is being enhanced in the report along with the
effective recommendations to improve the weak points & eliminate the threats. Different kinds
of behavior are being known & enhanced in the report of various kinds of people. The effective
developmental skills are been determined in order to manage & also build up the motivation in
self along with others. The efficient strategies are also being determined in the report for
enhancing the high-performance & to enhance the team work. The effective business strategies
are also being framed in order to develop life-long learning, developing the skills & enabling
career development.
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Question 1 - Career Development and Lifelong Learning
a. Create your own individual PDP that shows evidence of your development achieved
in the past 12 months and applies your planned development for the next 12 months.
The process of self-analysis, personal reflection and the proper appraisals of both the strengths &
weaknesses are being documented by the creation of “Personal Development Plan”. The
leadership & management values are being evaluated for enhancing future growth & leadership
development (Rosenstein, et.al. 2014). Following is an effective plan for personal development:-
Personal Analysis
Strengths Weaknesses
 I possess the effective skills of personal
administration in the business
organization along with the deep
understanding & knowledge for
enhancing the high level of training.
 I am confident enough in facing the
changing environmental situations in
the business organization. I can perform
practically in a clear direction.
 I demonstrate the efficient skills for
leadership and have a strong capability
in directing & managing all other
people to accomplish particular tasks.
 I lack physical fitness as because I was
not able to maintain the balance during
my academic studies & my work.
 The plans which are implemented by
me take a longer time in their
accomplishment as because I take time
to brief those plans to my subordinates.
Hence, my planning process is a little
superficial.
 I lack the effective experience as in
some areas I am not confident in
managing my team.
Opportunities Threats
 I have the complete structured
management team along with the
effective training of the leadership. I
also have the experience of leading the
 Difficulty in maintaining the balance
between the work and personal
commitments.
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organizational teams in order to achieve
the defined tasks & specific goals or the
objectives.
 I believe in implementing the structured
approach for identifying & also
analyzing all the problems along with
the determination of effective solutions
for improving the quality of work &
enhancing it up to a higher level.
 I have the ability to access the external
factors of the business environment for
attaining the balanced work with more
focus & dedication towards the work.
Setting Goals
What do I want
to learn?
What do I have
to do?
What support
& resources do
I need?
How will I measure
success?
Target date?
Deep knowledge
& understanding
of the
knowledge for
leading above
the external
business factors
Developing the
training
programs for the
young managers
in the company
along with the
development
programs
 Assessing the
courses.
 Effective
report of
course
assessment
 Appraisal
report of all
the line
managers for
increasing the
potential level
of the
Starting 2-3
months.
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performance.
To broad the
deep
understanding of
the leadership
process
Gaining more
experience &
focus from the
talented people
outside the
business
organization
 Appraisal in
both the
formal &
informal
scenario.
 The report for
self-appraisal.
Next 1 month
Improving
fitness
Giving the
evenings for
improving
personal fitness
with effective
training
programs &
enhancing the
increased level
of stamina
 Enhancing the
increased
level of
participation
in the
decision-
making
process.
 Ensuring &
enhancing the
higher
priority level
for all the
training
sessions &
programs.
Next 2 months
Achieving the
core business
activities &
skills
Updating the
training sessions
which is
necessary or
mandatory for
the business
organization
 Securing the
appropriate
benefits of
bonus.
Next 3 months
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Building up the
level of
confidence
Leading all the
functional
projects &
building up the
creditability as
being the
effective leader
 The feedback
report from
all the teams
& the person
sponsoring
the project.
Next 3 months
Implementing
the innovative
plans &
enhancing the
decision-making
process
Enhancing the
great experience
of business
analysis &
increasing the
speed for
making the
improvements &
facing the
complexities in
the decision-
making process.
 The report of
the course
related to the
project.
End of the
project
Personal Objectives
Goals for the next 12 months
Conducting, implementing & completing the effective course of young managers so as to
become eligible for engaging in complex situations or the tough activities of the business project.
(Some goals can be delayed for the little longer time but I take the accountability for their
effective accomplishment & also for enhancing the significant cross-functional project in the
business organization.)
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This is the complete plan for personal development in order to gain a competitive advantage in
the business organization.
b. Produce an illustrated report that evaluates how high-performance strategies enable you
to reflect on how you may work effectively as part of a team.
Introduction
Developing the concept of high performance in multiple teams of the business organization is
very essential or necessary in order to properly focus on the attainment of both the long-term as
well as the short-term goals. The complete report includes the importance of the high-
performance teams which meet up the increasing expectations of their business managers and
superiors. Developing effective teams is the long-process to enhance the smooth operations in
each & every department. For building up & also retaining the higher level of the performance in
the workings of teams, the proper implementation & application of the effective strategies are
necessary to be enhanced in the business organization.
High-Performance Strategies
It includes the features related to building up the level of excitement, increasing the energy in
different teams for the defined goals, assigning the roles & duties properly according to the
organized structure. Through these ways, the employees will encourage the tough challenges
they receive & will perform their duties with full dedication (Santisteban and Egues, 2014).
Following are the effective & the most appropriate strategies for rising up the high level of
performance in the organizational teams:-
 Specific Goals: The key initiative of this strategy is to define the framed goals which are
specific in order to start the team work in the business organization. Until &unless the
employees will not be able to identify what goals or the objectives they need to achieve &
they need to work for, they cannot give their full potential in their working which can
result into the lower performance in the overall teams. The employees’ working may
remain constant when they have to achieve small targets on the daily or weekly basis.
Because of the deadlines & the competition, they will perform better & with the
increasing speed. The common, final & also the comprehensive aim or goal must be
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defined so that the employees can work for achieving the standard or tangible rewards,
including the number of bonuses, half-day leaves, enhancing the motivation of employees
& making them more energetic up to the higher level.
 Building Excitement: Increasing the level of excitement enhances the flow of team work
which eventually makes the employees more capable & eager to work & perform with a
higher level. Business managers must inspire their employees by showing a high level of
enthusiasm. All the workers or the employees must be called upon for the higher-level
participation in the decision-making process, creation or implementation of the effective
plans & in the application of appropriate measures for eliminating the deficiencies
(Santisteban and Egues, 2014). The proper feedback must be provided to all the
employees in the context of their level of performance at each stage of the organizational
team or the department. This can improve the employees’ performances and also the
adjustment can be done in case of any deficiency.
 Team Identification: All the teams in the business organization can work better when
they are being identified. On the basis of the effective capabilities of each & every
individual, the complete team must be defined. All the members working collectively in a
team, each of them possess the different vision in the context of effective leaders,
innovators, the profitability instruments & many other effective roles. These effective &
efficient roles maintain the increasing level of unity, trust, loyalty & identity. This
essential feature of team identification enhances the high level of team performance.
 Assignment Roles: In order to succeed, it is necessary that each & every employee must
be assigned & defined the clear & effective role which is to be performed by them. The
roles must be defined properly in accordance with the efficient capabilities & skills so
that they can work with full potential & dedication according to their interest. The
assigned roles must be accomplished within the given time limit by fulfilling the effective
responsibilities (Rosenstein, et.al. 2014). The employees feel that they all are the
integrated part & the essential value of the overall business organization. In other words,
they have the reassurance of being the essential part of the organization & hence,
consisting of the high level of performance.
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Apart from all these effective high-performance strategies, the following are some of the factors
which are used to define the unique behavior of the business leaders for enhancing the high-
performance of the teams:-
 Leaders of the team inspire more & make the employees more energetic.
 The conflicts are bee reduced by them & hence enhancing the increased level of
cooperation.
 The effective goals are been defined by the team leaders on a daily or weekly basis.
 The process of communication, effective vision & the direction is being enhanced by the
team leaders.
 They build up strong trust among all the members of the business organization.
Conclusion
It has been concluded that the high level strategies are to be implemented by the business leaders
in order to build up & also maintain a high level of performance in all teams of the business
organization. The complete report is about defining & assigning the effective roles in the proper
manner according to the different skills or capabilities so that they must feel that they are also the
essential, integrated & the valuable part of the overall business organization (Wu, et.al. 2014).
Apart from these, the below factors must be effectively implemented & possessed by the
organizational team leaders so as to retain the employees for the longer-period of time &
therefore, enhance the increased profitability in the business organization.
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Question 2 - High Performance Individuals and Teams
a. Create your own blog to produce a concise summary to answer the following:
How may high performance people be developed by effective performance management?
09 February 2019
Working in a corporate world made me realize that the roles of corporate personnel have been
undergone a huge change including HR. Considering the current scenario, I can state this that the
responsibility of the HR not only restricts to the organization of human resource within the
company but also the management of talented and high-performance personnel for the long term
survival. I understand performance management as the methodology of establishing a work
environment that enables the personnel to perform with their best skills and capabilities. I believe
that performance management is the recent buzzword in the corporate world and can be regarded
as a significant need for companies in order to survive in the cut-throat competition.
I worked recently as an HR in Nestle, a Swiss-based transnational company engaged in the food
and drinks industry of the UK. Before joining this company, I used to believe that performance
appraisal and performance management can be used as synonyms for each other. But, working as
an HR in Nestle helped in eliminating my misunderstanding and depicted a clear picture that
both the terms are different in many ways (Shin, et. al., 2015). I understand that performance
management is a continuous process involving the key activities of identification and evaluation
of the performance of the teams and individuals of a company. This made my view clear that
performance management also involves the alignment of the individual performance with the
organizational goals and objectives.
“To be effective and yield results for your business, performance management must be a year-
round process with no end”.
-Teala Wilson
I came to know that performance management contributes to a large extent in the development
of a high-performance team within the company. In Nestle, the HR team determined the
systematic adoption of the performance management process initiating with the goal setting,
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communication to the personnel and concludes with the observation and evaluation of the
individual performance. There are different techniques available to Nestle to undertake
performance management, however, the HR team, including me as a vital part of the team, used
to prefer the implementation of Balanced Scorecard. A process has been followed for the
designing of Balanced Scorecard (Leroy, et. al., 2015). This involved the translation of vision
into the goals, communication, and alignment with individual performance, business planning
and at the end generating feedback and making adjustments in the system accordingly.
I believe that using performance management in an effective manner may lead to the
development of the desirable personnel within a company. In Nestle, individual performance is
linked with the compensation in the way that individuals having above par ratings receive a 30%
bonus. On the other hand, the individuals with par ratings get rewarded with 15% bonus and no
bonus is allotted to the individuals who performed below the standard. This technique helps the
company in boosting the morale of the individuals by providing them with a bonus on
performing above the standard. As an HR in Nestle, I used to design the performance
management system in a way that can increase employee engagement in the system as well as
the company. Performance management helps in assuring the attainment of the total quality of
individual performance.
The performance management in Nestlé has been used as a strategic planning tool. This involves
the development of strategies using which the performance evaluation and management can be
undertaken within the company (Shin, and Konrad, 2017). Being a part of the HR team, I think
that the performance appraisal used in a traditional manner sometimes becomes a stressful and
counterproductive process. We used to always consider the performance management system as
the most significant part of the human resource department. I believed that people have the
potential to discover and implement the difference. The employees of Nestlé are provided
encouragement and motivation to incorporate the core values and principles within their behavior
and performance. We used to assign as many responsibilities as an individual can perform
without affecting the effectiveness and efficiency. The HR team of the company is very well
aware of the significance of implementing continuous improvement and learning program for the
employees.
“One of the most tried and true forms of performance management is feedback”
-Dr. Christopher Lee
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