Here is today's quick question for you...​How do we define performance?

Ask it when you're...

1. Setting new goals or OKRs  - It can be tempting to dive into detailed specifics of individual OKRs. Try starting with ‘the big question’ of what performance means to the team, and let the answers guide you into the specifics.

2. Defining your team values and culture - Aligning what performance means in the context of your culture can be a challenging yet rewarding process. It may reveal similarities and differences in the team that you were unaware of.

3. Reviewing progress  - Before jumping into ‘how did we go?’, it is helpful to revisit ‘what did we say was important’ to set the team up for a productive discussion.

Quick Question: What can we learn from...?

Whether it's the end of a project, the early days of new product design or team planning, integrating past learnings is critical.

Listen for genuine insights, consistent messages and unresolved conversations.

Quick Question: What would you like to be acknowledged for?

This question is a great opportunity to reinforce the role you want recognition to play in your team culture.

When responding to this question, team members will likely tell you more than they realise - by what they say and what they leave out.

Quick Question: What am I responsible for?

This question is a great opportunity to step back and ensure that you’ve designed your own performance standards.

It will help you focus your leadership on actions, outcomes and people - creating your desired culture.

Quick Question: What is holding us back?

As a leader, it’s easy to default to defensive mode when asking about what is stopping progress. But that isn’t helpful. Try not to take the answers personally. Focus on the role you can play in removing the blockages and enabling your team to move forward and deliver outcomes.