Introducing Adaptive Performance Management

Name: Introducing Adaptive Performance Management
Author: William B. Luton

Explore the foundations of adaptive performance management.

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Course: On-Demand

(upbeat music) Let's talk about what adaptive performance management looks like. In these lessons, you'll learn about the basics of performance evaluation, performance management, and how accountability and development are affected by both. You'll also discover the differences between performance management and performance assessment, and have an understanding of how to navigate adaptive performance management by using the MAPS approach. Performance is at the heart of everything we do in modern organizations, and that's nothing new. It's just that, nowadays, we have more tools that we can use to take a close look at performance, evaluate it, measure it, coach for better outcomes, and work toward continuous improvement. In today's environment, things tend to change quickly, so the older models of organizational change might sometimes feel too slow and outdated to help us. Over the years, performance has been evaluated in many ways. Throughout your career, you have likely experienced several of these different methods for performance evaluation, even if you were only brought into the process when it was time to hear the results of your own evaluation. Let's talk about a few of the most popular ways to evaluate individual performance within organizations. First, there are informal evaluations, which are relatively common. In an informal evaluation, the person being evaluated usually receives direct feedback from a supervisor or from someone who the supervisor designates to provide general leadership to team members. Depending on what kind of leader you're dealing with, these informal evaluations could be as simple as a quick conversation about how the day went, or as detailed as a written note describing how you performed well, or ways you could improve. If your leader practices what's called management by exception, you probably only hear feedback when something seems to be wrong or not quite up to standard. What makes these examples informal evaluations is that they are unlikely to be filed in any formal employee record, and they are mostly designed to help make small corrections to performance on a consistent basis. Formal evaluations tend to be more official. These are usually conducted with a formal written document that lists important things about your job, and includes a scale showing how you meet, exceed, or fall short of job requirements. The written evaluation is usually provided to the employee and followed up with a formal sit-down meeting to discuss the written feedback and the plan for improvement moving forward. Formal evaluations typically carry more weight than informal ones, because they normally find their way into employee files for comparison with the next evaluation, as evidence to support a raise or promotion, and occasionally, to use as a paper trail when an organization is thinking of moving on from an employee. In any case, informal and formal evaluations must be anchored to a system for deciding whether an employee is meeting or not meeting the established performance standards for the job in question. Beyond that, the results of performance evaluations should be used to help shape, direct, and manage the future performance of the person being evaluated. Once a whole group of employees is properly evaluated, a full plan for organizational performance management can help get the whole team on the right track toward meeting organizational goals.

Intermediate Provider : William B. Luton 6 Lessons · 15m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

In this module, you’ll learn the basics of performance evaluation and performance management, and their differences. You’ll also learn how accountability and development are specific factors in performance evaluation and performance management. You’ll also learn how to navigate adaptive performance management by using the MAPS approach.

What You'll Learn

Understand and evaluate performance
Define performance management
Differentiate performance evaluation for accountability from performance assessment
Explore the differences between performance management and performance assessment
Define adaptive performance management and navigate it using the MAPS approach

Key Takeaways

The module covers the basics of performance evaluation and performance management and how they differ.
Accountability and development are specific factors in performance evaluation and performance management.
The MAPS approach is used to navigate adaptive performance management.
The course distinguishes between performance management and performance assessment.

Frequently Asked Questions

What does this module cover?

It covers the basics of performance evaluation and performance management and their differences, how accountability and development factor into each, and how to navigate adaptive performance management using the MAPS approach.

What will I be able to define after this module?

You will be able to define performance management and define adaptive performance management, and differentiate performance evaluation for accountability versus performance assessment.

What is the MAPS approach used for in this course?

The MAPS approach is presented as the way to navigate adaptive performance management.

Does the module include an assessment?

Yes, it includes a 'Test Your Knowledge' lesson.