Team Performance Development Planning

Sections of this topic

    © Copyright Carter McNamara, MBA, PhD, Authenticity Consulting, LLC. Adapted
    from the Field Guide to Leadership and Supervision in Business and
    Field Guide to Leadership and Supervision for Nonprofit Staff.

    Strongly Suggested Pre-Reading

    Team Performance
    Management: Performance Appraisal Phase

    Approaches to Team Development Planning

    As in our descriptions of the performance planning and performance appraisal
    phases, we will continue with our example of the IT Department. So at this point
    in our example, a performance plan and the performance appraisal activities
    have already been conducted by the supervisor of the team.

    13. If performance does not meet desired performance standards, then develop
    or update a performance development plan to address the performance gap*

    (See Note 1 below.) This plan clearly conveys how the conclusion was made that
    there was inadequate performance, what actions are to be taken, and by whom and
    when. In our example, if the IT Department was not performing to the desired standards,
    then some forms of help (or interventions) would be provided, for example, coaching,
    mentoring, training, or more resources.

    • In a progressive
      performance development can occur in real-time, that is, the
      supervisor and team members would address performance issues as soon as they
      occur. The supervisor and team members would collaborate to decide what improvements
      are needed and how they might be implemented. Their decisions would be about
      any additional help that might be needed, and also the learnings so far and
      how they could advance the members’ careers.

    * Note 1: Inadequate performance does not always indicate a problem on the
    part of the team. For example, the performance standards may be unrealistic
    or the team may have insufficient resources.

    14. Repeat steps 9 to 13 until performance is acceptable, standards are
    changed, the team is replaced or management decides to do nothing.

    Now, near the end of the three phases, is a very good time to evaluate your
    overall team management process to see what you are learning and what changes
    that you want to make in order to improve the process.

    Group and Team

    for Implementation and Evaluation

    Learn More in the Library’s Blogs Related to Performance Management

    In addition to the articles on this current page, see the following blogs which
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    Human Resources Blog

    Leadership Blog

    Supervision Blog

    Also, consider
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