The vast majority of organizations generally have three levels of performers among their personnel. There are those who are above average and this includes superstars; there are those who are candidates for the next downsizing reorganization; and then there are the average performers. Many senior leaders in the military often refer to the average performer as the “middle 80”: meaning these are the people who get their job done; don’t cause problems; and can be relied upon on a daily basis. At the same time, all organizations have a need to develop top performers; yet the top 10 percent isn’t large enough to supply all the necessary superstars. Any organization can groom and develop the needed top performers in the same manner that the military develops top performers and leaders.

Traditional and Effective Counseling

Most organizations have periodic performance reviews and the majority do this annually, with some using a mid-term or semi-annual informal review. For the most part this is often a quick “you are doing good work and keep doing what you are doing” session because many managers are ill prepared to counsel an average performer. Top performers are easy to reward with bonuses and promotions; poor performers can be fired. The military uses a well established pattern in how to conduct effective counseling. Every military branch uses it although some use different terms. Managers outside of the military would be wise to use this time proven method. There are four specific parts of effective counseling:

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