Management Skills Masterclass: The Three Kingdoms Program

Gauge your team's performance and potential, assess leadership and cultural alignment, and define an action plan to address underperformance, build bench strength, and drive core team readiness through four conversations.

Apply the performance criteria to your TDA plan using a one, two, or three rating grid for results, leadership, and alignment, with Sherlock Holmes examples guiding the assessments.

Rate Pat in results, leadership, and alignment using notes on inconsistent quality, missed work, frequent absences, and abrasive, demeaning interactions, guiding workbook ratings.

Open the TDA plan, fill out step one gauge of performance, enter employee names and scores, watch text populate automatically, and see the spreadsheet average to an overall rating.

Learn to manage performance in hybrid and remote teams by aligning goals with outcomes, building trust, and using multi channel communication and data driven insights to boost engagement and productivity.

Gauge potential through observable behaviors: ability, aspiration, and engagement; identify high-potential individuals who take on more, show willingness to learn, seek feedback, and add value to the organization.

Assess Pat’s potential using ability, aspiration, and engagement criteria, highlighting how task willingness, collaboration, job knowledge, career goals, and participation in training shape management skills in this masterclass.

Apply the potential criteria to assign one to three for ability, aspiration, and engagement, populate the grid, and determine an overall potential score to guide development decisions.

Assess Pat's potential relative to performance, noting low ability, aspiration, and engagement in learning and development, and discuss assigning broader responsibilities and career growth.

assesses Shauna's potential across ability, aspiration, and engagement, highlighting her mentoring, proactive development, and self-awareness; shows readiness for broader responsibilities and rapid skill mastery for advancement.

Assess Jose's emerging leadership potential across ability, aspiration, and engagement, noting occasional initiative, openness to feedback, and willingness to learn, though consistency and initiation remain developing.

Enter ratings into the TDA plan to populate step two, balance ability, aspiration, and engagement scores, and combine step one data with step two to shape a decisive game plan.

Create a high level action plan that addresses underperformance, builds bench strength, and drives the performance and readiness of the core team.

Explore the nine box talent management matrix and how performance and potential placement reveals patterns across organizations, guiding decisions through the three kingdoms pattern.

Apply the three kingdoms model to classify underperformers, bench, and core contributors, guiding leadership development, performance management, and change readiness to prepare for tomorrow's jobs.

Identify the root causes of underperformance by analyzing role fit, cultural fit, skills, manager fit, resources, and clarity, then adjust roles, resources, or expectations to improve performance.

Identify root causes of underperformance, including role, culture, or manager fit and skills or resource deficits; act by changing the situation, the job, the individual, or the structure.

Assess Pat's mismatch in the new customer-facing role and apply a two-pronged plan: train and coach her up, or reassign to a better-fitting role to safeguard customer service.

Assess Ned’s cultural fit after his transfer and implement coaching, mentoring, and a team-wide conversation to help Ned integrate, feel at home, and align with team norms.

Develop Shauna's business acumen by broadening cross-functional perspectives through special assignments, job rotations, and mentoring, enabling her to understand how the business makes money and drives profitability.

Identify two to four core team priorities that drive today’s success and limit to four. Turn these into concrete actions for the year.

Identify two to four priorities, then drive learning with a three-month plan focused on customer service, training, and recognition. Build readiness for tomorrow with future skills such as automation.

Apply the team development action plan (TDA) to identify performance gaps and implement 30/60/90-day reassessments with coaching. Prioritize performance improvement, develop leadership bench, and tailor plans for the core team.

Identify key success factors for a consulting practice, including exceptional customer service that drives repeat sales and referrals. Ensure on-time, on-budget delivery with quality and prepare teams for agile adoption.