15-01-2014, 12:45 PM
The High Performance Development Model
Four Levels
Level I--Frontline staff, those without supervisory responsibility
Level II--First line supervisors and team leaders
Level III--Division or product line leaders, other middle managers
Level IV--Senior executive leaders
Personal Mastery
Assumes responsibility to assess one’s strengths and needs, plans continued growth and learning, balances competing priorities and demands, & actively seeks feedback from others.
Flexibility/Adaptability
Demonstrates resilience, remains calm in high-pressure situations, accepts new assignments and challenges, & responds productively to change.
Performance-Based Interviewing
Past behavior is the best predictor of future behavior
Analyze & identify the essential qualities for high performance & develop behavioral questions
Interview all candidates seeking specific examples of past performance
Verify information
Select best match of job requirements and past experience