Identifying High Performers
When building high performance teams, selecting the right people and creating the best fit can be a difficult task. Without having the right framework in place, you risk bringing together a group of people who are unable to work collaboratively, or require hands-on management. Knowing what traits and skills you require of your team is useful in this process. Leadership assessment and profiling allows you to gain a deeper understanding of an individual’s capabilities and performance. This is often a good indication that they will have the necessary qualities desired in high performance teams.
Assessment and Profiling
High performers set themselves apart from others by delivering consistently strong results and often exceeding expectations. This makes performance assessment relatively simple, as there are specific metrics or behaviours that can be measured. Where profiling tools provide an added benefit is in gaining insight into how personality contributes to performance and collaboration. The Hogan assessments reveal an individual’s preferences for how they approach work, how they best interact with others, and respond under pressure. In developing high performing teams, this information is incredibly valuable. It allows you to play to the strengths and dynamics of your team and the relationships they have with one another. Doing so leads to greater long term performance and establishes a culture of excellence.
The most effective way of identifying high performers within your organisation is simply to observe their behaviour. Think of how they interact with others, and whether they regularly seek more challenging tasks. Peer and direct report feedback provides a comprehensive perspective of a candidate’s performance and behaviour in a range of situations. Completing a leadership assessment for performance can provide guidance on the type of leadership training that would maximise the benefit to both the organisation and the individual.
High performers typically:
- value feedback from others,
- think innovatively,
- act as role models,
- have high emotional intelligence,
- seek opportunities to challenge themselves,
- are early adopters of change.
The best tools for leadership assessment are those that go beyond telling you what a person can or cannot do. Strong leadership and high performing teams require more than the ability to hit certain targets. Who a person is, and how they support the success of the team can be a far more impactful measure of performance.
About the Author: The Leadership Sphere
The Leadership Sphere helps small and medium businesses and larger organisations in Australia, in creating value through leadership. The Leadership Sphere provides a humanistic approach to the way it delivers leadership, performance and coaching services. We work with leaders and senior teams who need to gain increased clarity, build capability and ensure contribution at every level in the organisation, and enable a safe, inclusive and high trust organisation