So welcome to outcome three. And in this first video, we're now going to look at how you track and manage the performance of the leader and the team within the organization. So first of all, there are many different styles and approaches to tracking and really bringing out the best of the team in your leadership style. Now, KPIs or key performance indicators, or performance reviews are often commonly used by managers to sit down and do a formal one to one session, maybe every once a month. However, what I want you to start thinking about is how you could bring in more informal sessions throughout those monthly or weekly periods, to really start to understand more about the person and to sort of bring in more trust and transparency into your leadership role. Now, there are other ways and more in depth ways of tracking the performance in the organization.

Very often, leaders and managers can use something called 360 degrees. feedback. Now this is where as long as you as a manager gives the results and the feedback, you're also bringing in, so feedback from peers and their team members in the organization, and maybe also customers feedback as well. So the team member is having a full understanding of the feedback and how that performance is not just from the management angle from loads of different angles as well. Now that can have a lot of different positives, a better understanding to one. However, it can also have a lot of negative elements in there as well.

I mean, think about it, giving peer to peer feedback may be quite sensitive, it's sort of suffered some time. So it depends on the situation. So that's one key area, which you may need to think about. I often think as well, when you're developing the performance in the organization. It's not just about tracking and telling the people about the different results. It's about having that coaching and development sites with as well and that might not just always from you, you know very often you might want to get the team to develop and understand more about their own skills and how they can embed that into the organization.

Very often you could do that through activities such as co learning, which is one thing right believe is going to be the future of work moving more forward, you know, people learning from each other. Because there's a leader that means you can now step back and really get the team to embrace and understand their way of working more often to start to think about that and consider that within your own complexities and ways of working. Now do have a look for the additional materials on this section, and some examples which I bought today in how as a leader, you can track and really bring out the best of the team's performance.