{"id":2305,"date":"2014-03-12T11:57:35","date_gmt":"2014-03-12T18:57:35","guid":{"rendered":"http:\/\/careersingovernment.com\/tools\/?p=2305"},"modified":"2014-04-17T21:51:29","modified_gmt":"2014-04-18T04:51:29","slug":"performance-management-leadership-perspective","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/education\/performance-management-leadership-perspective\/","title":{"rendered":"Performance Management: A Leadership Perspective"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/resources\/usc-price\/performance-management-leadership-perspective\/attachment\/solution\/\" rel=\"attachment wp-att-2306\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft  wp-image-2306\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/03\/performance.leadership.usc_.jpg\" alt=\"solution\" width=\"428\" height=\"285\" srcset=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/03\/performance.leadership.usc_.jpg 849w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/03\/performance.leadership.usc_-300x199.jpg 300w, https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/03\/performance.leadership.usc_-480x319.jpg 480w\" sizes=\"(max-width: 428px) 100vw, 428px\" \/><\/a>Recently, I have been challenged to understand the relationship between leadership and performance management.\u00a0 \u00a0\u00a0This relationship is important to understand because performance metrics are found everywhere.\u00a0\u00a0 You can\u2019t escape them.\u00a0 \u00a0From test scores, to quotas, to yearly reviews, performance indicators are relied upon to assess your contribution to your organization.\u00a0 You are compared, ranked and evaluated against multiple numeric standards. \u00a0Leaders in the private and public sector use performance information to sharpen (or maybe to justify) their decisions.\u00a0 Budgets, programs and even promotions may be affected by performance outputs.<\/p>\n<h2>The goal of performance management is to use metrics to improve efficiency in the use of resources.<\/h2>\n<p>Its reliance across sectors is due in part to the belief that numbers can\u2019t lie.\u00a0 \u00a0Yet, numbers can be highly subjective and even manipulated.\u00a0 Deciding what to measure is complicated.\u00a0 Measuring wrong data makes performance indicators unreliable.\u00a0\u00a0 The quality of the data is essential in the use of performance management.\u00a0 Without clarity, metrics simply do not work.\u00a0 \u00a0Therefore, performance management extends beyond numeric outputs.\u00a0 Leadership is required to make it work.<\/p>\n<p>There are as many definitions of leadership as there are different performance management models.\u00a0 Leadership is more than charisma or tactical knowledge.\u00a0 \u00a0\u00a0In essence, leadership is granted, not given by positions of authority. \u00a0Consequently, leaders do more than simply encourage people to act.\u00a0 Leaders energize on a human level and beyond the parameters of a specific task.\u00a0\u00a0 They unite individuals behind a vision. They empower and develop members of the organization.\u00a0 \u00a0They lead authentically and by example.<\/p>\n<p>Leadership provides perspective in performance management.\u00a0 Executives refer to <i>focus <\/i>and <i>alignment<\/i>, non-numeric values, as the main reasons for achieving breakthrough performance in utilizing performance metrics.\u00a0 \u00a0<i>Focus<\/i> and <i>alignment<\/i> are essential qualities in good leaders.\u00a0\u00a0 Leaders bring <i>focus<\/i> by conceptualizing a vision that rings true to the members of the organization.\u00a0 They <i>align<\/i> a vision by providing clarity and integration.<\/p>\n<p>Leaders must also understand the impact of metrics across various departments and individuals.\u00a0 They do this by behaving strategically.\u00a0 Strategic leaders are proactive, vision driven and focused. They are able to see the whole by stepping away from the tactical aspects of the organization.<\/p>\n<p>Could there be a style of leadership that is most conducive to the success of performance management?\u00a0\u00a0 In their book, <i>Primal Leadership,<\/i> Goldman, Boyatzis and Mckee, define six styles of leadership. These are visionary, coaching, affiliative, democratic, pacesetting and commanding.\u00a0\u00a0 Interestingly, the research on performance management points out that no specific style of leadership is attributed to its success.\u00a0\u00a0 Instead, leaders are called to adapt their style at different stages of the performance management implementation.\u00a0\u00a0\u00a0 For instance, leaders must be <i>visionaries<\/i>, articulating the purpose of the initiative in ways that ring true to those they lead.\u00a0 Leaders must have the ability to <i>coach<\/i> individuals through the learning and implementation of the new system.\u00a0\u00a0 Leaders must be <i>affiliative<\/i>, focusing on the individual more than the task, in order to assess the engagement of employees and users during the performance system.\u00a0\u00a0\u00a0 Leaders must be <i>democratic<\/i>, receiving feedback to gain broader perspective and clarity on what to measure.\u00a0 At times, leaders are called to be <i>pacesetters<\/i> and must <i>command<\/i> accountability.\u00a0 \u00a0Conversely, the necessity to adapt is not exclusive to leadership.\u00a0 Performance management systems are also expected to be flexible.\u00a0\u00a0 One-size-fits-all approaches to performance management are not recommended.<\/p>\n<p>Because performance management extends beyond the simple measurement and monitoring of organizational data, it must be examined from various viewpoints.\u00a0 The most significant determinant for its success is the role of leadership.\u00a0 Leaders must provide a clear vision and strategically align the organization to its overall purpose.\u00a0\u00a0\u00a0 Furthermore, leaders are needed to give data meaning.\u00a0 In turn, members of the organization will be engaged and empowered to support and maintain integrity in the measures.\u00a0\u00a0 The dynamic relationship between performance management and leadership suggests that each has the ability to influence and be influenced.\u00a0 To be effective, leaders must not only adapt themselves, but also adapt the performance measures to meet the organizational needs and purpose.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Recently, I have been challenged to understand the relationship between leadership and performance management.\u00a0 \u00a0\u00a0This relationship is important to understand because performance metrics are found everywhere.\u00a0\u00a0 You can\u2019t escape them.\u00a0 \u00a0From test scores, to quotas, to yearly reviews, performance indicators are relied upon to assess your contribution to your organization.\u00a0 You are compared, ranked and [&hellip;]<\/p>\n","protected":false},"author":1167,"featured_media":2306,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[17],"tags":[41,7],"class_list":["post-2305","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-education","tag-career-advice-2","tag-government-work"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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