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The Performance Pipeline is a management tool that helps high-performing teams excel. It does this by establishing a consistent and dependable performance from the team by creating success and growth pathways that enhance professional skills while enriching personal experiences. The Performance Pipeline comprises four essential stages: learning, growing, succeeding, and leading.
Each stage in the Performance Pipeline has its own unique set of goals that need to be met for the team to progress to the next stage. To help teams understand and navigate their way through the Performance Pipeline, each stage is explained in more detail below.
A Team Culture of Learning is Critical.
The first stage in the Performance Pipeline is learning. In this stage, team members learn new skills and knowledge that will help them grow as professionals. This can be done through attending workshops and training courses, reading books and articles, or watching online tutorials. The goal of this stage is to equip team members with the tools they need to succeed in the next stage.
As the manager, your job is to cultivate and encourage continual learning and skill development. This can be done by setting aside time for team members to learn new things, providing resources (such as books, articles, or tutorials), and offering feedback and guidance. Additionally, it’s important to create a team culture that values learning, experimentation, and skill development; this will make it more likely that team members will take advantage of learning opportunities when they arise.
Put Learning into Action for Growth.
The second stage in the Performance Pipeline is growing. In this stage, team members use the skills and knowledge they learned in the previous stage to grow their professional capabilities. This can be done by working on new projects, taking on additional responsibilities, or volunteering for extra tasks. The goal of this stage is to help team members develop their skills and abilities, so they can start succeeding in the next stage.
An effective manager is always looking to provide opportunities for team members to practice their skills and stretch beyond the confines of their daily grind. It’s not enough to simply “encourage” team members to practice new skills, you must create opportunities for them. This can be done by assigning new projects, delegating additional responsibilities, or asking for volunteers for extra tasks. By providing opportunities for growth, you’ll help team members develop the skills and abilities they need to succeed.
The Performance Pipeline is Really a Series of Success Milestones.
The third stage in the Performance Pipeline is succeeding. In this stage, team members use the skills and knowledge they learned in the previous two stages to achieve success at work. This can be done by meeting deadlines, exceeding expectations, or achieving goals. The objective of this stage is to help team members build a strong track record of success so they can start leading in the next stage.
When you’re cultivating a high-performing team you are setting objectives and measuring success with key results. That means that the skill learning and the growth practice align to measurable goals that can be quantified and celebrated. Create clear and measurable goals that integrate the learning and growth from the previous steps to establish successes that can show progressive improvement.
Creating a Team of Leaders.
The fourth and final stage in the Performance Pipeline is leading. In this stage, team members use the skills and knowledge they learned in all previous stages to lead others and make an impact at work. This can be done by mentoring others, developing new processes or procedures, or developing innovative ideas. The goal of this stage is to help team members reach their full potential and make a positive impact on their team and organization.
The best managers are building a Performance Pipeline to produce the next generation of exceptional leaders – thus amplifying the skills and abilities of the manager. When mentoring, coaching, and empowerment are the driving focus of team management, great leaders emerge. It is your task to encourage these leaders to step into the light. Help them to see their impact and empower them with the resources they need to succeed.
The Performance Pipeline is a continual journey.
It’s important to remember that the Performance Pipeline is not a one-time event; it’s a continual journey that team members should be on throughout their careers. As team members move through each stage of the pipeline, they should be challenged and supported so they can continue to develop their skills and abilities. By providing team members with opportunities to learn, grow, and succeed, you’ll help them reach their full potential and make a positive impact on your team and organization.
The Performance Pipeline is a valuable tool for managers as it helps them ensure their team is constantly progressing towards success. It also provides managers with a framework for setting goals and accurately measuring progress to track the team’s development over time.
To get started building a Performance Pipeline for your team, follow these tips:
- Establish clear goals for each stage in the pipeline.
- Make sure all team members know what’s expected of them in each stage.
- Monitor progress regularly and provide feedback accordingly.
- Encourage team members to take advantage of learning opportunities whenever possible.