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The AOI; PEOP And The Sdpa- Tools For Aspirational Managers And Leaders

Every manager’s or team leader’s dream is to have a team which is the best at what it does. But then the reality, most of the times, is quite different.
29 Sep 2018 11:00
The AOI; PEOP And The Sdpa- Tools For Aspirational Managers And Leaders

Every manager’s or team leader’s dream is to have a team which is the best at what it does.

But then the reality, most of the times, is quite different.

The manager or leader will be faced with situations where there will be some performers and some non-performers.

He must remember that his own overall growth as well as produc­tivity will always be seen and eval­uated by the manner in which all his team members execute their re­spective responsibilities effectively and successfully.

I remember my manager telling me that even the best car in the world will travel slowly if one of its tyres has low or less air pressure.

“Can you win a car race with a flat tyre?” I remember him asking me this question and to which my answer was simple and obvious, it was a firm ‘NO’

So how do we tackle a situation like this where you have a few peo­ple in your team that are not per­forming to your expectations?

Areas of improvement

The answer is AOI and it means areas of improvement.

Yes! A lot of leaders or managers most of the times evaluate the per­formance of their respective team members in terms of what they have achieved or what they haven’t and when the budgets or deadlines as well as expectations aren’t met those team members and subordi­nates are reprimanded for it.

Is that all that the manager can do is the fundamental question.

I have seen on numerous occa­sions where the managers get up­set and stressed out because of the non-performance of their subordi­nates but do not take the initiative to do more.

I believe that one of the prime re­sponsibilities of an ambitious and aspirational manager or leader is to conduct what is known as the Planned Evaluation and Observa­tion Process (PEOP) for each of his subordinates or team members.

This mainly involves initiating a ‘one on one’ interaction and com­munication process with each of the team members in which the manager or leader identifies and then shares the various areas in which the team member or subor­dinate would be required to make improvements and enhancements.

Having said this, the process of identifying the areas of improve­ment or AOIs must first begin with the manager or leader himself.

Yes! It all starts with you and the areas that you must recognise as those which will help you to fur­ther improve yourself personally and professionally!

Scenario

I recall a scenario where I had a boss who would keep talking to us about time management and even reprimand some of us with his extremely rude words for arriving late for meetings.

Interestingly this same manager had a habit of arriving late to of­fice almost on all the Mondays and Fridays.

I know he was right in telling us about coming on time but then how could he teach us some thing that he himself wasn’t practicing.

Hence, for a manager it is im­portant to first make an honest evaluation of his own Areas of Im­provement before conducting the PEOP or Planned Evaluation and Observation Process for his subor­dinates.

The process of helping a subordi­nate to identify his or her Areas of Improvements is very important but this process must be done not just once in a year.

It must happen at least once in every quarter (three months).

I have seen managers who don’t even do this process and leave it to the Human Resource team to do it.

My firm conviction is that the manager is responsible for the pro­ductivity and performance of his team and hence he must be the first person to conduct the PEOP.

Also important is the venue for having the process done.

The best place or conducting the PEOP is inside a conference room or a meeting room so as to create a high level of depth and seriousness in the process.

PEOP therefore must not be a causally executed process.

What must be done after the PEOP is completed?

Well, the output from the process must be converted into what I call is the self-developmental plan of action or the SDPA, a plan with specific areas that the subordinate or the respective team member will begin improving upon.

It is through such activities name­ly the PEOP and the SDPA that you, as a manager, will begin to see each and every member of your team begin to increase his or her produc­tivity and steadily strengthen his or her professional skills.

Feedback: maraia.vula@fijisun.com.fj

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