How to Generate Enthusiasm with Assessments
Those who don’t enjoy measuring results, don’t enjoy achievement.
Unmeasured results don’t matter.
Hitting baseballs reminded me that effective assessments increase enthusiasm, concentration, and satisfaction.
The visit:
Dahliah, Asher, and Abram, three of our grandkids, are spending the week with us.
Asher, our seven year old grandson, is a sports fanatic. Yesterday, while in his red Phillies baseball jersey, I spent an hour hitting baseballs to him. He’s pretty good, if I must say so. He loves diving to make spectacular catches.
Poor performance:
His throwing, on the other hand, is inconsistent. Sometimes the ball has a mind of its own. Asher didn’t like seeing Poppi chasing after his inaccurate throws so I gave him a few throwing tips. Things got better but I could tell he still wasn’t happy.
Define winning.
Measure results.
Reward achievement.
The assessment:
“Hey Ash,” I said, “If Poppi doesn’t have to move to get the ball, when you throw it back, it’s a 10. But every step I take to get the ball is a point off.” His energy and attitude immediately lifted.
I took three steps to retrieve his next throw. Before I could announce his score, he called out, “That’s a seven.”
“Not bad,” I said. He smiled. Determination to get a ten gleamed on his face.
As his throws continued, he earned a few tens and everything from zero to nine. Curiously, after a perfect throw, he called out, “Four.”
“Four?” I asked.
He said, “That’s four tens in a row.” He’d been keeping track of his achievement.
Enthusiasm requires:
- Clear pictures of winning.
- Measurable results that matter.
- Transparent, unbiased assessments.
- Immediate feedback.
- Belief that excellence is possible.
Bonus: Challenging and supportive environments.
What factors make assessments effective? Ineffective?
Hear Stephen M.R. Covey sharing his personal journey into the Speed of Trust.
you can learn a lot from a 7 year old 😉
Oh yeah!
These same principles work for adults, too!
Without clear pictures of success work is mundane. Without something to reach for we tend to reach for nothing.
THANKS Dan! Great post to head to a weekend on! May I borrow one of your words to describe it and say: KAPOW!
KaChing!
It is interesting how early in life those things that drive each individual are defined. How similar adults are to the children they once were and how the same motivations and fears drive people regardless of age.
Egad… that was heavy for a Friday…
Funny you mention that Matt. The whole experience could come off as oppressive. We don’t want kids feeling pressure, etc. Asher’s enjoyment is my only justification for offering the story and suggestions.
I wonder if we have done assessments so poorly that they seem oppressive?
I’m training an 11 week old puppy. She wants to do well. She does better when I’m consistent and timely in my feedback. When she knows what I want she really enjoys being praised and doing what’s expected (treats don’t hurt either).
The corollary for people is the same – they want to be successful, they want feedback as to how they are doing. The more consistent and timely we are in that feedback the sooner they understand what to do.
When we’re clear up front how they will be measured, and take time to let them know (and not just at formal reviews) people are more engaged. It tells them that you care enough to give them the information they need to be more successful. Even when it’s a “4” and not a “10”, it all helps in shaping how they do their work.
Happier, more productive dogs and people!!
Best…Jim
Thanks Jim. Love how you compare people with dogs. 🙂
Great story Dan!!!!!!!!!!!!
Kids ROCK!!!!!!!!!!! They are so open and free before growing up messes them all up then spend the rest of their lives trying to get straightened out, right?!!!!!!!!!!!!!! LOL
My experience is ALL RESULTS matter because someone is keeping track, just who?
If Why’s are aligned and folks are working together to accomplish a common goal regularly checking progress makes sense.
I was the athlete of the year in my high school my senior year. Was captain of the football team, soccer team and baseball team. At the year end awards banquet I got trophies for MVP of each team and the Athlete of the year to have the cherry on top. I had myself quite a night I did!
Dad got drunk and did not come. Missed the greatest night of my life. Crushed me. Wanted him to see what a ROCKSTAR his son was.
That is what I mean when I say WHO is tracking results? The fact he did not show up take anything away from me? NOPE!
After I got over it I understood doing right, being good, great, has a bit to do with being its own reward. If my whole life is dependant on what others think of me I am setting myself up for a VERY miserable life. People are obsessed with their own lives like I am with mine! Duh!
Why? A GREAT friend of mine, Liz used to tell me everytime we saw each other at meetings, “Scott don’t worry so much what other people think about you, cause they rarely do”. It actually should be that way if you are with you all day long your number one concern needs to be YOU!
What I am getting at is living a great ,life from the inside out(enthos, enthusiasm springs from within and the last four letters are iasm I am sold myself) is at times being able to recognize to keep your own scorecard. Do one’s best, serve others best you can and how you would like them to serve you and leave the results to the Big Dude in the sky.
My story and if no one can tell yet I am sticking to it!!!!!!!!!!!
Thanks again for a great story Dan and have a great weekend.
By the way, helping an old lady across the street only to impress ther hottie standing beside her is not really intended to help the old lady is it? Doing stuff for selfish motives is for losers!!!!!! LOL
SP OUT!
In fundraising, having good records and notes is critical. Since I am responsible for taking information in records and using it to make decisions, my mantra has become: if it isn’t in the record, it didn’t happen. Your post is making me think about better ways to approach our staff about putting their info on the books.I think I am missing out on the “reward” aspect and focusing too much on the “it didn’t happen” part 🙂
Thanks for sharing this personal experience. It makes the message very relatable.
What factors make assessments ineffective?
Criteria that are random or inappropriate or one size fits all.
Several years ago our company switched to a “new” performance evaluation system. It was better than the old; but it is barely effective in many departments in our company. That’s because it is based on production — which works well if you need to produce so many widgets a day, or have to get X number of inquiries processed in a month, or a certain amount of computer code written each week. Much of our corporate operations are not production based; but outcome based. So, many of us have had to fit our non-production-based feet into this performance evaluation system’s production-based shoe.
Excellent example Dan. Very clear goal (everyone wants a 10) and easily measured. How many of us secretly keep track of the number of times we meet (or exceed) a goal but don’t have a 7 year old’s enthusiasm anymore to shout it out… As leaders we need to remember that and keep track ourselves. How awesome would it be to hear your boss acknowledge that “You nailed it 4 times in a row, excellent job!”
Dear Dan,
Liked the way you have emphasized the importance of measuring results and encouraging others to learn and excel . It’s a continuous process and good leaders use this to keep the staff happy & productive. In fact, the successful leaders always work on creating challenging and supportive environment for others to perform to the best and yet keep an overall control on the final results.
I would like to add one more thing to ensure the enthusiasm among the followers is boost their self-image and work on a healthy competition for everyone to beat others on performance. Small rewards and public recognition go a long way to keep them satisfied and productive.
Great article, Dan. A succinct piece which I can share with my team to make them understand the importance of meaningful measurements to motivate improvements! Thanks!
Dan, you’re a good coach and grandpa. But the Phillies? Isn’t our job to help the ones we love live happy, fulfilled lives? 🙂
🙂
Dan, I’m curious, when you say, “Unmeasured results don’t matter” do you extend that to things that are difficult to measure such as relational and spiritual matters? For example, you probably care deeply about the relationships you have with your grandkids, but do you have metrics to measure the quality of those relationships or the quality of your weekend together?
Great question Paul. I was focusing on results that employees deliver as part of their jobs. Best, Dan