Recently, I participated in a training course. In the performance improvement course, I put forward the performance improvement model gap. The content is as follows:
G: March to an appropriate level (set the target triple jump)
Answer: Analyze the actual situation (clarify the gap between the due level and the current situation, and find the breakthrough point through the critical value chain analysis).
P: Find out the reasons (it is very important to dig deep into the causes of the problems, that is, to turn the objective into the subjective, to turn the reasons of personal abilities and attitudes into the reasons of data and processes, and so on. )
Student: Choose the right solution (by brainstorming, etc.). , choose the scheme with the highest input-output ratio, but finding out the reason is the prerequisite for the solution)
In the tutorial course, the teacher put forward a growth model, in which:
G: goal setting
R: clarify the status quo (reality check)
O: options.
Woman: * * * The way forward
In this model, teachers put more emphasis on emotional intelligence skills. When coaching the team, they show respect, actively listen, share their hearts and support their commitments.
Similarly, most enterprises pay close attention to performance improvement and constantly explore performance improvement tools, such as 1234 table, in which:
1 table: target table (new target value is proposed by combining historical value, current value and benchmark value).
Table 2: Question Table (Identifying the Source of the Problem)
Table 3: Solution table (IT tools, process change, management improvement, system specification, etc. )
Table 4: Progress (landing point: standard specification, process solidification, IT bearing, etc. )
To sum up, whether it is the gap model of performance improvement, the growth model of team counseling, or the 1234 table model, it is based on the goal to find the gap (analyze the current situation and find out the reasons), put forward a plan and make a plan.
However, GAPS emphasizes on accurately identifying the gap through the key value chain and digging deep into the root cause (BEM model, emphasizing technical control first and then artificial control);
GROW emphasizes how to achieve team 1+ 1 > through emotional intelligence skills. 2;
Behind the 1234 table is a simple, lightweight and standardized system, structured and standardized, focusing on action, ideological unity and organizational ability.