Be Passionately
Curious

MAINTAIN A STRONG CORE.

I met a gentleman from the advertising world when I was in the midst of rolling up agencies in North America. He had a similar responsibility for one of the largest parent companies in the industry. I asked him how he keeps each company getting stronger while also growing the network, and he shared this tool with me. 

Every manager within each company uses the Performance Circles tool to guide the progress of each individual on their respective teams. It provides a visual cue that is easy to comprehend whether you are still performing the same as the previous month or quarter, improved, or took a step backwards.

The manager draws a set of concentric circles, the core team, the strongest of them all are put into the middle. This is the target that we want any new hires to drop in and move the others closer to from week to week, month to month, and quarter to quarter.

It helps every manager and president of the company to understand how every individual within their company is doing, and more importantly, in which direction they are moving.

If they are moving towards the middle, managers can ensure they have the coaching and resources they need to keep it up.

If someone is stuck somewhere in the middle, it’s important to understand why. Are they okay, are they in the wrong role, is something getting in their way that you as their leader can do something about to clear the way for them?

For those moving to the outside ring or who have been there more than two or three times, you need to ensure you have done everything to enable them to improve their performance, and follow your protocols within the company and meet the laws of your region to ensure they are not wrongfully terminated. But, in some cases, it’s just not meant to be. If they are not performing they are bringing others down with them, and you are obligated to protect the environment for all stakeholders impacted.

What to do:

❶ Draw enough circles to place 2-3 people from your direct team in each circle.
❷ Place the name of each individual in each circle.
❸ Make note of their previous position and how you intended on managing the results.
❹ Review these with your own leader if you have one; if not you may want to bounce off of your mentor or advisor.
❺ Review the results individually with each member of your team that reports directly to you. Show them where they were and where they are now. Discuss this with them to learn what they can do about it to improve by the next session.
❻ If you have a group of managers, have them conduct the same activity with the members of their team. Remind them that this is a tool to help track their progress and help you help them. The results should not be a surprise; it should become a routine and perhaps one people look forward to, especially if they see you dedicating time to their growth and development.

You can use our template.