TEMPLATE: Turnaround Scorecard

Rapid Change For Your Most Valuable Asset: People and Teams

Rapid change is posible when the change is clear and positive

When people or teams struggle, it's usually because the parameters aren't clear​. The Turnaround Scorecard creates a safe and powerful environment for improvement—and clear documentation in the less-likely case where improvement isn't happening quickly enough.

Most of the time, a worker or team on a Turnaround Scorecard will make rapid strides and feel profound success. It's a win for everyone. About 1/3 of the time they don't and it's soon clear to everyone that a new job is needed. (In fact, most of these people find a new position on their own.) Only a small number rebel at the process, and those are the ones that need to be fired because they lack the essential quality of teachability.

​Click the image below to access the Turnaround Scorecard template. This is an example only. Change the criteria to met the needs of your worker or team. Follow the example in the "How Do You Know" chapter for COMPETENCE as you discuss the best criteria for change together.

Click Image to Get the Scorecard...

Turnaround Scorecard for workers and teams practicing Hands-Off Leadership

RELATED ACTIONS

CHAPTER: "How Do You Know?"

ACTION: Introduce "Certifying" to Your People

Introduce "certifying" in your next meetings with each team or manager. (Add this now as a Burning Issue to your next meeting agenda.) In these meetings, role play actual situations so they see and understand how certifying feels. Explain that we often certify as issues come up during the workday instead of in formal meetings.

Certifying measures competence. Instead of telling or grilling people, we ask "Are we ready?" "How do we/you know?" and "How sure are you?" Their answers show their skill level. Be sure to make "I don't know" a safe answer. Certifying lets us Step Back once we're confident in their CAPABILITY.


BONUS ACTION: Use the Turnaround Scorecard to Inspire Change​

​If someone is struggling, the ultimate respect you can give them is to say "We think these areas need improvement, and we believe in you and will help you succeed." The Turnaround Scorecard does that. Starting with the downloadable sample above, follow the example in this chapter to help your worker or team improve quickly.


ACTION: Use Certifying to Update Training Plans—or Step Back

In your next 1-on-1s, certify skills in areas where you or they are unsure.

  • Start with a scorecard like Arnold's. List specific areas. This is NOT a turnaround scorecard. It's just review. Let them choose areas first, then you add to the list.​
  • The worker puts in a grade A+ to F.
  • You say, "Tell me about that grade." Ask "How do you know?" questions to dig deeper if needed.
  • After listening, you can say, "Okay, a B sounds great." Or, "Well, what about this situation?" Then give them your score and explain. The goal is to create clarity for this person, to show them how their performance feels to the team.
  • If their score is high, Step Back or Step Away in that area! Let them know.
  • If improvement is needed, ask: "What would you like to do to improve? What's the next step?" Let them think, plan, and set metrics. Then add a future 1-1 agenda item to follow up together. (This creates a goal, mutual accountability, and a chance to fine-tune the training. It is NOT "checking up on them.")

A version of this, connected to your Thematic Goal and KPIs (discussed later), can replace annual reviews. Traditional annual reviews undermine ownership and initiative. These reviews can inspire, motivate, and focus.

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Kevin Crenshaw
 

Kevin, our approachable CEO, is the author of NEVERBOSS: Great Leadership by Letting Go. He’s also a consultant, keynote speaker, Rapid Turnaround CEO, and creator of both Hands-Off Leadership™ and Total Relaxed™ Organization. He loves people, leadership, coaching, speaking, tackling tough problems, and physics, but not usually all at once.

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