“The P- Balance” is my naughty version of the 3 pillars proposed by the reputed and super duper effective Strength Deployment Inventory, SDI. It stands for Performance, Process and People. Its a great tool to coach Managers. The framework says that though we generally want to do and get everything right, our behavior will be strongly influenced by our P orientation.
As a Manager, if you are strongly Performance oriented, you will set high standards, move super quickly and get things done. People and processes are importance for you, but you would be ready be sacrifice them at the altar of achievement. You will set challenging goals for your team member, emphasize on deadlines and hold your team members accountable. So far so good.
But you may become overly demanding and push people too hard, leading to burnout and demotivation. You may micromanage to ensure that taks are completed exactly as expected, choking creativity and initiative.
Now lets look at Process Orientation. If you are strong in this P, you will be the boss at creating efficient workflows and ensuring tasks are completed super systematically. You provide structure and clarity to the team. Your attention to detail minimizes errors and celebrates consistency. Awesome right?
But overdo this and you overcomplicate processes, slow everything down. You resist change and flexibility and focus on process excellence at the cost of everything else.
Finally, if your People Orientation is the strongest, you build strong relationships and create a supportive work environment. You treat people with respect and is the king of inclusion.
But when overdone, you spend excessive time addressing personal issues, neglecting work tasks. You avoid necessary tough decisions or performance-related conversations to maintain harmony, which can hinder growth.
The question for you is… Which P are you? What is your strongest orientation- Performance- Process of People. How would your direct reports describe you. Remember that the effectiveness of a manager often lies in their ability to adapt and find the right balance between these orientations. So what is the right balance for you, keeping in mind your organization culture and team members?
If you have to distribute these orientations into a 50%-30%-20% model, how would you distribute them? Would it be People (50%), Performance (30%) and Process (20%) or something totally different ? Would love to hear from you. Please share your thoughts in the comments box.
And enjoy the rest of the weekend 🙂
#MissionInspire1Million 