Measuring The Trinity - Chapter 1

Questions This Guidance Answers: 
  • What should I measure?
  • What should my goal be?
  • What should I be aiming for in the future?

This guidance explains how to BEGIN to measure YOUR success in rolling out the Manager Tools Trinity – One on Ones, Feedback, Coaching, and Delegation.

We can always get a sense of the use of measurement of managerial change and skill development when we ask Effective Manager Conference attendees a couple of qualifying questions about their use of the Trinity's tools. There are always managers there who have been doing O3s for years, and managers who are (often hostages) completely clueless about our recommendations. When we ask, who is doing One on Ones weekly, we get varied answers. But when we ask those that said they were if they were doing them with everyone, 80% of the time, there's a questioning look on over almost all of the faces that said they were doing them.

What we've come to realize is that the befuddlement we see isn't necessarily a function of whether someone is getting value from One on Ones, or even if they're doing them, or well. The point is, if you're not measuring them, you surely don't know how you stack up against any reasonable measurement.

And surely we all know that if it's worth doing, it's worth measuring, right?


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Thanks for the tangent

Thanks for the tangent on measurement.  It helped open my mind to other ways of measuring things.  At some point in my career I got on the "counting does not equal measuring band wagon" and have lost sight of why I did that.

Your views on the purpose of measuring have helped reset my opinions and I can visualize better measuring in many aspects of what I manage now and in future.

Thanks, Craig. Good to hear

Thanks, Craig. Good to hear that the tangents are occasionally appreciated. :-)

Mike

Excellent!

Great podcast!  Working internally and constantly looking for ways to measure what is taught in coaching and leadership courses,   As Craig noted, this podcast provided a straightforward approach to measurement.

Question about scheduled O3s

maybe I'm splitting hairs...

 Just so I understand what is meant by, "If you have 10 directs and you schedule 5 O3's and hold them, that's 50%."  That makes sense.  Also, I get that "O3s are always scheduled."  However, what if I am out of the office for 3-5 days?  Or a direct is out of the office for 3-5 days?  B/c they are a direct AND we are not having an O3 that week AND O3s are always scheduled, does that (technically) go down as an O3 missed?

 

btw...looking forward to the additional chapters to this series!