SOLUTIONS FOR
TALENT Driver #44
When you make changes at work…
you will feel and see the difference!Â
Every solution has a: Detailed Purpose, Time Required, Specific Steps, and any needed Templates. Â
Next Steps: Review the solutions and select at least one solution to implement within your life.
Return to All TALENT Drivers
Project SME's
PURPOSE:Â Increase your value at your organization. Identify how you can help the team achieve desired results by acting as a subject matter expert (SME) to other team members or with project teams.
Role Review
PURPOSE: Conduct a 30 to 60 minute discussion with each team member to review the individual’s current role and responsibilities.
Development Strategy
PURPOSE: Create a development strategy and outline development actions to build capability. Determine how the employee will build the skills and capabilities needed for future roles and responsibilities.
Performance Line of Sight
PURPOSE: Employees outline and share a Performance Line-of-Sight Profile to discuss their current strengths and key areas which need to be changed to increase performance and create a place they want to stay.
Performance NOW and in the FUTURE
PURPOSE: Identify what a team member must do to perform at a high level.
Action Profile
PURPOSE: Facilitate a team discussion to create an Action Profile that outlines what team members must do (day-to-day, week-to-week) to deliver high performing results.
SOLUTIONS FOR
TALENT Driver #44
When you make changes at work… you will feel and see the difference!Â
Every solution has a: Detailed Purpose, Time Required, Specific Steps, and needed Templates. Â
Next Steps: Review the solutions and select at least one solution to implement within your life.
Return to All TALENT Drivers
Project SME's
PURPOSE:Â Increase your value at your organization. Identify how you can help the team achieve desired results by acting as a subject matter expert (SME) to other team members or with project teams.
Role Review
PURPOSE: Conduct a 30 to 60 minute discussion with each team member to review the individual’s current role and responsibilities.
Development Strategy
PURPOSE: Create a development strategy and outline development actions to build capability. Determine how the employee will build the skills and capabilities needed for future roles and responsibilities.
Performance Line of Sight
PURPOSE: Employees outline and share a Performance Line-of-Sight Profile to discuss their current strengths and key areas which need to be changed to increase performance and create a place they want to stay.
Performance NOW and in the FUTURE
PURPOSE: Identify what a team member must do to perform at a high level.
Action Profile
PURPOSE: Facilitate a team discussion to create an Action Profile that outlines what team members must do (day-to-day, week-to-week) to deliver high performing results.