How are monthly or quarterly objectives loaded into the equation? QR seems to represent the esse...Featured
If the entry point into the RP discussion is with Operating Executives it would seem to me that measuring performance from a goals and objectives standpoint is a key part of the overall "wellness" profile. I haven't seen a reference to those components yet. At least I haven't recognized them. I get the organizational triangle and the personal triangle...but I am wondering about more objective measures as part of the QR Snapshot.
Submitted from: https://generaltalent.screenstepslive.com/spaces/rpPractice/manuals/UnderstandingQR/lessons/24496-Understanding-the-rp-Threshold-Ratio-
Your question is loaded with a number of contexts Mark. Let's begin by addressing a few of them.
rpDiscussion should preferably begin in the organization at the location and with the people with whom it is desired to begin to practice Relationship Performance. If such practice will be organization-wide in deployment, which is preferable, then beginning with the executives is indeed optimal. However, in many cases, RP may initially be only applied within a single department, in one of many facilities, in one of many divisions, etc. Thus, in some cases, it is not possible or practical to start with leaders in the executive suite at the onset of deployment.
Wherever you begin, I encourage that rpDiscussions begin at the upper levels of the respective hierarchy (the highest supervisory levels) for a variety of reasons, ... not the least being it ensures acceptance and support of RP by this leadership, plus by downward deployment, it places the applicable layers of supervisors first into the understanding and adoption as workers, before they in turn, apply RP as a supervisor. This leads to far more empathy and understanding of the worker's perspective and needs.
As to rpDiscussion... a good discussion is not a "bully pulpit" for the sharing any organizational agenda per se. Rather, such a discussion should be a vigorous conversation "among equals," ... not training or a meeting with a highly-structured list of organizational objectives or demands. rpDiscussion is for supervisors at any level and respective workers of any profession to collaboratively begin to share, discover and creatively explore how they can, together, elevate the quality of work, ... so that both can better achieve the rewards they are seeking, whatever they may be. "Works A We Thing" and the rpDiscussion Guide's related 30 topics should be the primary precipitators of topics within the the discussion. Indeed, one reason for the discussion is to ensure that all better understand "The Organizational Triangle" and "The Personal Triangle" ... that they describe realities that are often unappreciated ... and that the needs of each must be address to assure a better quality of work. rpDiscussion should reinforce to both parties that good work has a foundation of a special form of relationship ... one in which both are accountable to performing for each other in a knowledgable and informed manner. These rpDiscussions are then immediately followed by the subsequent application of rpPaq tools so that the parties can put the thoughts and intentions from their discussion into daily, continuous practice.
As to the QRSnapshot, this is a continuing "vital sign" of the work relationships quality. Each party is ranking the universal dimensions of work quality within the QRSnapshot, not articulating the details of their needs and accountabilities. In other words, a QRSnapshot reveals the degree of quality actually being gained by each party, as well as the assumptions of what each are providing. A QRSnapshot does NOT define any specifics as to what the parameters or details of each party's needs are. Such details are addressed by dialog and the process of Agreement (preferably using the tools of rpMat and rpWeaver).
Please let me know if this aids your understanding.
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