Performance Management System – the 3Ps® and How it Works
The 3Ps® is based on the rating of 179 statements and provides a behavioural blueprint of the individual’s current performance and communication.
The 3Ps® includes 3 essential steps:
Step 1: The 3Ps® Questionnaire
The questionnaire must be completed honestly. There isn’t a right or wrong answer and generally the first answer or the ‘gut feeling’ answer is the one the individual should tick.
The questionnaire includes 4 sections:
1 - About you
This section focuses on how often you, as an individual, display specific behaviours.
2 – About possible situations
This section focuses on how much certain situations might affect you, as an individual, or might become a problem for you.
3 – Important areas
This section focuses on how important each of the 11 key performance indicators are for you as an individual.
4 – Comments
This section is there for you to describe any factors and current situations that might affect your current performance.
Step 2: The 3Ps® Report
The report is a simple, factual representation of the results from the questionnaire. The interpretation and application of the results by you as an individual is completed in Step 3.
The results detailed in the report highlight 4 areas of behaviour and performance so individuals can draw out specific points for development in Step 3.
- The area of lowest performance.
- The area of performance where behaviours match beliefs the least. This is an important area that affects the individual’s self-esteem and confidence.
- Communication in terms of delivery (the way the individual communicates).
- Communication in terms of content (the type of information the individual communicates).
Step 3: The 3Ps® Action Plan
The action plan identifies situations where an individual’s approach or behaviour could change to produce a different outcome. The action plan also determines the opportunity for individuals to rehearse situations using the new approach or behaviour.
The action plan is completed using the individual’s diary so that actions can be linked to existing work commitments booked over the next few weeks (6 weeks is the recommended period).
Once the individual has identified situations where he/she wishes to change the outcomes, the facilitator rehearses the situations with the individual.
Rehearsing is a crucial part of maximising the impact of the action. The facilitator should ask very specific questions to describe the situation in terms of benefits, objectives, date, time, location (office, room) and people. This rehearsal process is even more powerful if the individual is able to visualise the situation (the individual must feel be part of the situation).
As part of the rehearsal, the individual describes the desired outcomes and the facilitator must check that these outcomes are realistic.
The individual needs to decide what he/she is going to do more/less of or slightly differently to change the outcome of the situation and therefore improve the result. The one thing the individual can change is his/her own actions and behaviours. This will then have an impact on others.
The details of the situation and the actions/behaviours must be noted down in the action plan section of the report.