|matrix vision newsletter
October, 2008 - Vol 1, Issue 1
|Story of the Month|
This is a story about four people: Everybody,
Somebody, Anybody and Nobody.
There was an important job to be done and
Everybody was asked to do it.
Everybody was sure that Somebody would do it.
Anybody could have done it, but Nobody did.
Somebody got angry about that because it was
Everybody knew that Anybody could do it, but
Nobody realised that Somebody wouldn't do it.
It ended up that Everybody blamed Somebody
when Nobody did what Anybody could have done.
|Quote of the Month|
"Planning is an unnatural process; it is much more fun to do something. The nicest thing about not planning is that failure comes as a complete surprise, rather than being preceeded by a period of worry and depression."
Sir John Harvey-Jones
Welcome to the first edition of the matrix vision newsletter. This newsletter is designed to do two things:
- Provide you with helpful information, tips and food for thought and,
- Let you know a little more about how matrix vision can help you
Your feedback would be welcome!
|It's Our Fault!|
As supervisors, managers or team leaders we are judged on how well the people who report to us perform.
There are four major reasons why people fail to perform in their jobs and unfortunately, for the most part we are to blame:
1. They don't know what to do!
A person cannot perform well if they don't have a clear understanding of what is expected of them in terms of performance. It is our job to make sure that we put in place clear and agreed performance plans.
2. They don't know how to do it!
Even if they know what they have to do, they must have the knowledge or skills to be able to perform. It is our job to ensure we have a good induction program for new employees. We also need to establish a structured learning and development plan that meets the skill gaps in their ability to do their existing job. In short, it is our job responsibility to make sure that people are trained to do their job.
3. Someone or something is getting in the way of their ability or desire to do it!
Just knowing what to do and how to do it may not be enough because obstacles like insufficient or inadequate tools, workplace conditions, interpersonal problems or factors outside the workplace may be causing the lack of performance. It is our responsibility to ensure that the conditions are in place for each of our team members to achieve what is expected of them. In addition we need to be able to coach and counsel our employees to enable us to explore the performance issue and be able to help them work towards resolution.
4. They are the wrong person for the job!
The person that we have selected for the role does not have the capability of performing the role or cannot be developed into the role in the short term. It is our job to ensure that we use effective recruitment and selection processes and put in place appropriate succession planning.
If you would like to build your skills to help your team achieve superior performance CLICK HERE
|Most companies know that innovation - people implementing new ideas that create value - is important, even imperative, to their futures.
However, they often get so caught up in day-to-day operations and the quarterly return mindset that they put off actually doing what's needed to create the systems and competencies necessary to become truly innovative. Here are some recent statistics about innovation:
- Innovative companies, defined by "percentage of revenue generated from products less than 5 years old," experience profit growth at four times the rate of non-innovative organisations.
- A survey of 400 companies found that 70 percent of companies' mission statements and top objectives mentioned innovation. Only a few companies have the processes and infrastructure in place to manage innovation.
- A survey of 350 organisations, conducted by CBI and 3M Innovation, found that less than 15 percent of companies have any systems in place to manage innovation, and only 40 percent have established any formal procedures.
These statistics indicate a business climate of talking rather than doing, of not "walking the talk." So the question is no longer, "Should we be focused on innovation?"
It is now a series of questions, including "How should we go about innovating?", "How much should we do?", "What is the most effective way to become more innovative?" and "What should we do first?"
To learn how to put in place the processes and tools to build innovation and creative thinking in your organisation CLICK HERE
Human beings thrive on feedback.
We often don't see ourselves as others see us. For this reason, we sometimes don't understand the impact our actions have on others. We have "blind spots." For example, we don't always know when our work is appreciated, and we aren't always sure when we're causing problems. Even though we are well intentioned and hard-working people we tend to rely on ingrained patterns for success. Because we aren't always conscious of what others perceive, we may be the only ones who don't know that we're adversely affecting the performance of our group.
Feedback is essential to learning. If people don't fully appreciate their strengths, how can they use them to their advantage? If they aren't sure how their actions create problems, how will they know what to change, and will they have the motivation to improve?
The challenge. As valuable and as desirable as it is, constructive feedback is not a regular occurrence in most workplaces. The most common reasons:
- People usually find it uncomfortable to confront each other about performance issues.
- Most people aren't sure how to give feedback effectively.
- Very few people like accepting negative feedback.
One person's feedback is rarely enough to convince most people. Whether the message is about strengths or areas for improvement, the feedback recipient often wonders whether one person's opinion is valid.
Typically, in the workplace we rely on the supervisor to give feedback to a direct report. The problem is that most bosses are not in the best position to observe day-to-day behaviour and few managers are skilled at giving constructive feedback.
Peers, coworkers, direct reports and customers usually have more detailed information about how employees do their jobs. Furthermore, these people care deeply about performance issues, because when coworkers don't do their jobs, it affects their work.
Thats why many companies today use 360-degree feedback.
360 degree feedback, otherwise known as multi source feedback, is a comprehensive and structured way to obtain feedback from a range of others. Feedback is sought from different sources, like self, manager, peers, staff, customers or any other relevant group.
The purpose of the process is to understand how others perceive you. Feedback is anonymous and confidential apart from the manager's perceptions. 360 degree feedback provides a mirror into other people's perceptions and endeavours to answer the questions:
"How do others see you? ... and ... How do you impact upon their performance?"
Because of its structure, thoroughness and anonymity, 360 degree feedback is much easier to analyse, believe and use than single-source feedback.
To learn how we can help you implement 360 degree feedback that can enable you and you team members to understand the answers to the questions above CLICK HERE
|20/20 Insight GOLD|
Matrix Vision is a value added reseller of the most powerful and versatile feedback software tool available today.
This is an award winning 360 feedback system (a multi-rater feedback platform) which can totally revolutionise your organisation. 20/20 Insight GOLD is an amazingly flexible automated feedback system. The combination of locally installed administration software, web-based assessments and resources for facilitators makes it the complete feedback solution for your organisation.
ALL of these items are included in the system package that you can purchase and install in-house:
Set up projects quickly and easily using this part of the 20/20 Insight GOLD system. You can manage multiple projects simultaneously and aggregate report data from as many projects as desired. The Survey Library contains more than 1,200 survey items in over 140 categories, and detailed developmental recommendations are included for the three leadership surveys. Use them "as is" or customise them to fit the requirements of your organisation. You can also add your own surveys to the library.
WebResponse is housed on a web server (hosted on our external server or installed on your own internal server). Uploading and downloading project data to the web is a simple one-click "Synchronize" function. Participants complete their assessments, and you can also set different levels of permission for subjects to select their respondents - all on the web.
This CD contains valuable resources for learning about 360-degree feedback and implementing all aspects of the survey process. It provides case studies, articles and facilitator resources for conducting workshops for participants.
With the purchase of 20/20 Insight GOLD, users also receive:
- FREE technical support for one year
- FREE software upgrades
- Registration for one person to attend the Administrator Course
- Complete online Help system
To learn more about the power of 20/20 Insight Gold click on the image.
Thanks you for taking the time to read our newsletter.
You received this newsletter because you have some association with matrix vision
. This may be because you are already a client or customer, you are a former colleague, or perhaps we have exchanged business cards, or maybe we are fellow members of the same association.
If you liked the newsletter please pass it on to other colleagues by using the Forward to a Friend link below . However if you found that the newsletter did not include anything of value for you please unsubscribe using the SafeUnsubscribe link also below.
Next month we will be looking at some ideas to improve "Communication".
All the Best,
Matrix Vision Pty Limited
|You have the opportunity over the next few weeks to take advantage of a special price on our Team Effectiveness Survey.
Successful teams take the time to look at themselves and assess what areas of their teamwork may need strengthening.
This survey enables your team members to provide anonymous and confidential web-based feedback about aspects of their team in relation to the team's approach to Goals, Roles, Processes, Relationships and Leadership. Each team member receives a 10-15 page report summarising the numerical scoring and including all comments.
Special Price - $500 (+GST) per team for up to 10 team members. This price includes set-up, administration of the project and production of reports (with your company logo).
To find out more about how the Team Effectiveness Survey can help your team become stronger click here
|Offer Expires: 30 November 2008|