the-illusion-of-our-separateness

Performance Management Template

We love to give each other feedback and this page is about our performance management template for conducting the monthly performance management review that we use to evolve both individually and as a group. There are three primary team building objectives for this template and the monthly performance reviews we conduct:

1) Participants give each other feedback regarding One Community performance/experience
2) Participants give feedback regarding each other’s performance
3) Co-creation of a strategy for improvement of both #1 and #2

RELATED PAGES

FEEDBACK FORMAT     ●     CONSCIOUS COMMUNICATION     ●     CONSENSUS TRAINING

BASIC PERFORMANCE MANAGEMENT REVIEW STRUCTURE

● People up for review are announced via email
● A 2-person review usually takes about 2 hours
● Anyone can state they’d like to facilitate the review of anyone else
● The person up for review can also ask for a review from a specific person
● Reviews are conducted using the performance management template below
● Everyone at One Community, including Jae, has a performance review every 30 days
● The foundational purpose of reviews is collaborative growth through two-directional feedback

PERFORMANCE REVIEW FACILITATION TEMPLATE AND QUESTIONS

Performance reviews are conducted with the same opening and closing format as Monday Night Calls including an opening centering, time for all participants to “release into the light” anything that needs to be let go of, and the closing process to make sure that everyone is “complete.” After the opening grounding and centering process, the following format is used:

1) On a scale of 1-10, how has your community experience been for the last month?

2) What is your favorite part of One Community for the last month?

3) Where do you see us being able to improve?

4) What suggestions might you have for #3? (proposal or feedback to individual needed?)

5) How has your experience of the team (and me) been? (use feedback format)

6) Do you feel 100% connected and comfortable with everyone? (feedback or connection needed?)

7) Use the Feedback Format to share feedback regarding:

  • Each other’s contribution to forward community movement
  • Each other’s participation in the community experience as a whole

8) Set and share personal improvement and community goals for the next month. When setting these goals record them in ASANA under the Review Action Item for all people’s names associated with those goals so they can be followed up on during the next review. These goals should include action items for any areas of possible improvement, improved communication, improved connection, or energetic clearing of any kind identified as beneficial in 1-7 above. Also change the ASANA due date for review to one month forward, effectively scheduling the next date for review.

9) “Consciously Close” by checking in that both of you are “complete” and pausing for 60 seconds of silence to make sure there isn’t anything else that needs to be discussed. If anything needs to be discussed, return to whatever step in the process above is necessary and continue forward from there to this final step again.

"In order to change an existing paradigm you do not struggle to try and change the problematic model.

You create a new model and make the old one obsolete. That, in essence, is the higher service to which we are all being called."
~ Buckminster Fuller ~