MPOII: May2: Aligning People and Performance

• Uniformed Optimism
• Informed Pessimism
• Hopeful Realism
• Informed Optimism
• Change Completion

• Partner considerations
• How well the expatriate’s partner adjusts
• Partner’s career?
• Male and female partners have very different experiences…

• Family concerns
• Family unhappiness is the number one predictor for expat failure
• Children’s relocation and education is a major issueWhat can help: Expatriate community and social support

• Openness to experience
• Extroversion
• Willingness to interact with and seek support from locals
• Much debate over other individual factors
• Previous overseas experience
• Language skills

• Career concerns
• Adjustment to a new work role
• Compensation
• Status changes

• Productivity
• Timeliness
• Quality of output
• Job-specific knowledge and proficiency

• Group harmony
• Trustworthiness
• Respectful attitude
• Awareness of duties and obligations
• GratitudeConformity

• Evaluative
• Provide feedback
• Develop bases for decision involving pay, promotions, job assignments, retention and termination
• Communicating unsatisfactory performance

• Developmental
• Develop professional skills
• Diagnose individual and organizational problems
• Enhance commitment through discussions about career opportunities, action plans and needs for training and development
• Motivate employees through recognition

Research indicates that organizations with strong performance management systems are more likely to outperform their competitors on both financial and non-financial indicators

• Internal Factors:
• Compensation strategies within the organization
• Worth of job
• Employees relative worth
• Employers ability to pay

• External Factors
• Conditions of the labor market
• Area wage rates
• Cost of living
• Collective bargaining
• Legal requirements

Base salary

• Allowances
• -Cost of living allowance
• -Exchange rate protection
• -Housing allowance
• -Home leave allowance or rest/relaxation and rehabilitation allowance
• -Family-related allowances such as spouse assistance

Benefits

• Foreign service inducements
• -Mobility premiumHardship differential

Experienced specialist in a particular field who offers their own life experience and achievement to others

Specific Long Term Puprose

Supports individuals in clarifying, identifying and achieving immediate and future goals through growth

Multipurpose

Specialist in a particular field who helps others in a  related profession and organization to meet a need or achieve a goal.

Specific long term purpose.

• Culture
• Resistance
• Low level of skill
• Time and Resources
• Lack of Experience
• No grasp of its value
• Not seen as a priority

1) Observe to identify performance gap/need for new knowledge/skills.

2) Discuss and agree on area of focus (i.e., coaching purpose).

3) Actively coach (revisit/confirm/agree on goal; coach on the spot or create a SMART action plan; begin coaching (give and receive feedback; focus on improving performance; focus feedback on the future; make it timely; focus on behavior not traits; be specific).

4) Follow-up (set follow-up date; continue observing; ask and share progress; modify action plan; improve coaching).

Developing skills

Providing answers

Instructing

Directive coaching is great for immediate improvement situations while supportive coaching works well when the coachee is ready for new responsibilities or improved capability to enhance career advancement.

Facilitating reflection and problem-solving

Building self-confidence

Encouraging others to learn on their own

Serving as a resource to others

Direct

Discuss what would motivate employee.   Agree on what is possible.

Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.

set clear rules, methods, and deadlines

Check for understanding

Give responsibility and authority for the pieces of tasks employee can do.

Structure tasks for quick wins

Identify and provide required training.

Provide frequent feedback.

Require frequent check-ins (verbal or written) early in the project, but relax control as progress is shown.

Praise and reward for success

Excite

Discuss why task is important and why employee is best choice.

Discuss what would motivate employee.  

Agree on what is possible.

Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.Check for understanding

Give responsibility and authority because employee is competent

Provide frequent feedback.

Require frequent check-ins (verbal or written)

Praise and reward for success

Guide

• Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
• Discuss and set methods
• .Check for understandingIdentify and provide required training.Accept early mistakes as important “coaching” moments.Give responsibility and authority for the pieces of tasks employee can do.

Structure tasks to minimize possible risks to employee and company

Provide frequentfeedback.

Require frequent check-ins (verbal or written) early in the project, but relax control as progress is shownPraise and reward for success

Delegate

Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.Involve in decision-making

Frequently ask employee for opinions

Check for understanding

Give responsibility and authority because employee is competent and committed.

Provide feedback.

Ask for check-ins at key milestones or when employee has questions.

Praise and reward for success

• Delegate
• Guide
• Excite 
• Direct

• Specific
• Measureable
• Achievable
• Relevant
• Time-Bound