It’s a familiar story, we often coach clients where the people that they work with are doing just enough to meet their Key Performance Indicators (not shooting the lights out but just enough). Unfortunately they may also have a knack of being a little tricky to work with. They might be negative around others – enthusiasm killers if you will, quick to highlight problems without coming up with solutions, blaming others instead of working out how to be part of the solution, and the list goes on.
Annoyingly since they are just meeting their KPIs it’s really hard to call them out and you just have to live with these people sucking the life out of everyone else, right? Nope definitely not. But it makes it a lot easier to have a conversation with them if you have set up these instead……..
Introducing KBAMIs: Key Behaviour, Activities, Mindset Indicators
Ok so KBAMIs may not roll off the tongue quite as easily as KPIs but you’ll be glad you incorporated them. So what are they exactly? These cover all of those annoying things that suck energy credits from everyone else in the office and can really decrease productivity and profitability if they are accepted rather than dealt with.
Behaviour – This covers the way in which everyone conducts themselves around others. Be very specific about behaviours that are expected in your business and those that you would consider unacceptable.
Activities – These are the acts of doing things which achieve an aim. So the aim might be described in the KPI but there are a number of activities which should be done in order to increase the likelihood of achieving the KPI. It’s a case of do certain activities and the results will follow.
Mindset – This can be seen as the sum of the desired attitudes to achieve an overall higher mental state synonymous with performance mastery. So this involves the spelling out the desirable attitudes that people should have towards clients, each other, study etc to achieve this performance mastery state. Examples could include, being solution focused, not blaming others, and being supportive of others and being accountable.
Surely these shouldn’t need to be spelled out?
And you might be thinking surely these expectations shouldn’t have to be spelled out? Oh but they do! They really needs to be spelled out so there is no confusion about what is expected of everyone.
And once you have these spelled out you now have language which can be used to reward people for living and breathing the right BAMs or conversely it’s easier to point to certain BAMs and identify where performance is not up to your required standard.
What you ignore you accept
We see way too many people accepting lower than ideal BAMs just because people don’t have a framework to set out what’s expected and then to hold people to that standard. Once you set out the BAMs, these discussions become a lot easier.
Of course you may already have some of these included in the team KPIs, in which case great – keep it up. If you haven’t incorporated these into what’s expected from those you work with and would like a quick, no obligation chat on how to go about doing this, please do get in touch.