PRIDE = Positive, Recognise, Involve, Develop, Evaluate

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PRIDE = Positive, Recognise, Involve, Develop, Evaluate

“Ultimately, it's up to each of us to choose how we will live our lives, hold ourselves to high standards and continually evaluate what's inside the image we see in the mirror.”

Eric Harvey

“There are four ways, and only four ways, in which we have contact with the world. We are evaluated and classified by these four contacts: what we do, how we look, what we say and how we say it.”

Dale Carnegie

We’ve come a long way to ensure we are motivating others and instilling a sense of pride. How successful have you been? As you look back over the past few weeks and notice the steps you have taken to: create a positive environment, recognise and reward others, involve and inspire them and take time for development too… where would you still like to improve? Instilling PRIDE is an on-going journey, one we must continuously evaluate because we can always get better at it. And that’s the final step we need to…

Put the spring back in a non-performer’s step

P = Create a positive environment

R = Recognise and reward

I = Involve and inspire

D = Develop

E = Evaluate and Encourage. This final step is about adopting the ‘Spirit of Kaizen (改善)’. Kaizen is the Japanese word that translates into English as ‘continuous improvement’ or ‘change for the better’. Both a philosophy and practice that can help us achieve greater innovation, productivity, general excellence and increased efficiency. To lead others effectively, we must observe their activities and continuously assess progress or blocks to progress. Because you may have a very limited amount of time to observe, you need to develop tools, strategies and support for obtaining and maintaining information about their various activities. Quarterly reviews or discussions with individuals can be helpful in obtaining such information but they are definitely not enough.

How can you do this? Make it your daily habit to pursue excellence (not just a task to do during quarterly reviews). Spend time every day managing performance – this could be setting clear goals, communicating expectations, clarifying responsibilities, creating monitoring systems, coaching, mentoring, assessing training gaps, etc. And remember that often the things that get ‘requested and rewarded’ are the things that get done. Also, help people to evaluate themselves. Continuous improvement is not your responsibility alone; empower those around you to continuously assess, evaluate and improve their own performance, so together you can…

“be the difference that makes the difference

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