“The most direct path to individual, team, and organizational improvement begins with building on your employees natural strengths while blocking their natural blockers to improved performance.”

"The most important single ingredient in the formula of success is knowing how to get along with people." - Theodore Roosevelt

"When your values are clear to you, making decisions becomes easier." - Roy E. Disney
Manager Performance Tools

Personal Chemistry Analysis Report

(Manager/Employee Compability Report)

Personal Chemistry or Interpersonal Compatibility plays an important role in effective Teamwork. This report MEASURES the 12 Integrated Behavioral Score compatibilities between individuals. Whether it is one on one OR team leader vs. multiple team members, identifyin the ranges of the color coded behavioral intensities along with the compatibility ranges between them will provide the personal chemistry insights that you'll want to know before the hire or team design. They identify the areas of probably harmony and potential discord between individuals.

To View the Report Click Here

Performance Reviews

Performance reviews and appraisals hold a huge importance in any organization because they enable an employee to take stock of their place in the company and also to understand what their shortcomings may be. As leaders we must deal with employee performance reviews, also referred to as employee appraisals or performance evaluations. Whatever you call them; employee reviews evaluate our performance on the job.

Sitting down to conduct an employee performance evaluation with a direct report is the part of the appraisal process most managers dread. But the session doesn’t have to be tense or uncomfortable.

Utilizing the tools available from the BUS CONCEPT you will be able to get the most from your session with your employee.

Suggested Reports for Performance Reviews: (to view the Report click on the Report Title)

Individual Development Plans (IDP’s)

IDPs are an excellent tool that supervisors can use to develop and motivate their staff. By encouraging a focused approach to each individual's training/developmental needs, managers can help their employees enhance their job skills and become more effective and productive. Managers who promote the use of IDPs also send a clear message to their employees that they view each person's professional development as a priority. If done properly (i.e. with sincerity and follow-through) this tends to be a good motivator for most employees.

Should IDPs Target Strengths or Weaknesses?

Some management experts have become critical of IDPs in recent years. For example, in their book First, Break all the Rules, Marcus Buckingham and Curt Coffman argue that IDPs are often ineffective because they typically focus too much on addressing employee weaknesses, with the misguided expectation that every employee can master all competencies and become perfectly well-rounded. If an employee has no talent in a given area, they argue, a training course is not going to rewire his brain to make that non-talent into a new strength.

However, far from discouraging anyone from preparing an IDP, such observations should simply help employees prepare more effective ones. The key is to identify the kinds of training and developmental opportunities that will boost each employee's performance most effectively.

The ideal IDP should primarily focus on two things: 1) leveraging each employee's strengths/talents, and 2) providing new skills and knowledge that will help the employee perform better in his job. Remedial help for addressing weaknesses should be provided only in the event that the employee has a fatal flaw that will preclude him/her from being successful.
Dnbeard@roadrunner.com | David Beard | DBeard Consulting, LLC | P.O. Box 1273 Huntersville, NC 28070 | Phone: 704-575-7971 | Fax: 704-875-2159