In this episode, we talk with Robyn Clark, CEO of WinningWise, about succession planning, performance management, and leadership development in engineering. We explore their significance for organizations, focusing on aligning goals and enhancing employee satisfaction. Robyn also highlights the shift toward developmental performance management and its impact on engagement and retention.
***The video version of this episode can be viewed here.***
Engineering Quotes:
Here Are Some of the Key Points Discussed About Strategies for Successful Performance Management in Engineering:
- Businesses have historically avoided discussing the importance of people in operations, prioritizing technical and financial matters. However, they are now realizing that success relies on effective people strategies for mutual growth and prosperity.
- Successful collaboration between individuals and organizations requires mutual alignment of needs and goals. By understanding and meeting each other’s expectations in a supportive environment, both parties can achieve shared success and facilitate continuous growth.
- Organizations are focusing on improving the employee experience with meaningful work, supportive relationships, future opportunities, and work-life balance. Shifting performance management toward development rather than evaluation supports employee growth and satisfaction.
- Companies often conduct talent reviews where decisions about employees’ careers are made without their presence. To improve outcomes, individuals should have ongoing conversations with their leaders about their ambitions and development within performance management.
- Career pathing is crucial for organizations to clarify opportunities and align individual interests with technical or leadership paths. However, simply defining these paths isn’t enough because development efforts are needed to prepare individuals for progression and maximize their potential contributions.
- Many companies focus on competencies for growth, but achieving goals and skills are outcomes, not development. True development means making personal changes to improve specific competencies like strategic thinking through confidence, planning, or building better relationships.
- Company culture is critical as it shapes the environment where individuals work and interact. To cultivate an intentional culture, organizations should clearly define values, expectations, and desired daily experiences to guide behaviors and outcomes effectively.
- Defining acceptable behaviors and decision-making styles is crucial for shaping organizational culture. Leaders must align values with desired experiences, empower decision-making, and encourage collaboration to create a cohesive and productive environment.
- To drive effective performance management, leaders should have open, honest conversations about goals and feedback with their team. Strong communication skills can transform performance management into a collaborative, empowering process that promotes growth.
- Improving feedback skills varies by person. Some may need confidence to speak boldly, while others benefit from increased self-awareness or building supportive relationships. Developing these skills is key to effective communication and collaboration.
More in This Episode…
In the Take Action Today segment of the show, Robyn talks about reflecting on personal needs and goals to identify what is important for individual development.
About the Guest, Robyn Clark
Robyn Clark is a seasoned professional with extensive experience in talent management and business leadership. As the founder and CEO of WinningWise since March 2014, she has demonstrated her expertise in steering the company toward success. Prior to founding WinningWise, Robyn served as the Managing Director of Talent Solutions at BPI group from 2008 to 2014, where she played a pivotal role in talent development strategies. Her background also includes a tenure as Senior Manager of Talent Management at Discover Financial Services in 2007, and she was the president and founder of 2Develop from March 2001 to June 2006. Earlier in her career, Robyn was a senior consultant at FranklinCovey, from March 1991 to 2001. Her academic qualifications include a BSW in social work from Western Michigan University (1980-1984) and further education from Keller Graduate School of Management of Devry University in 2007, underscoring her solid foundation in both the theoretical and practical aspects of social work and management.
About the Host, Jeff Perry, MBA
Jeff Perry is a leadership/career coach for engineers, building mindsets, leadership, and career intentions to unlock hidden potential and remove self-imposed roadblocks for career and life. For years, he has had the pleasure of supporting engineers and software pros, from new grads to director level. Having been on the front lines in the technical world, he has been able to map out the necessary skills for becoming a quality leader in the field.
You can connect with Jeff on LinkedIn at https://www.linkedin.com/in/jeffcperry/ or visit his website, https://morethan-engineering.com. Jeff also has a new, FREE, on-demand training course for engineers who are job searching or in job transitions. You can see it at https://engineeringcareeraccelerator.com.
Resources and Links Mentioned in This Session Include:
WinningWise, Inc.
FranklinCovey
GrowWise
Connect with Robyn Clark on LinkedIn
We would love to hear any questions you might have or stories you might share on the strategies you can use for successful performance management in engineering.
Please leave your comments, feedback, or questions in the section below.
