Question $2$

CHROs need to drive high performance, and here$$s how

High performance, as Sakeena Adams, senior people business partner for AME & APAC at Sage says, is the holy grail of

organisational achievement. $$It$$s the key to unlocking exceptional results, driving growth and staying ahead of the

competition.$$

Driving high performance requires a focus on both short$-$term goals and long$-$term sustainability, as well as building a

company$-$wide high$-$performance culture, says Sakeena.

Ensuring that this culture is implemented and driven throughout the organisation requires undertaking a strategic approach

that is required to be communicated across all levels in the company.

Culture needs to be fostered throughout the business, starting with those leading the organisation, says Sakeena. $$A highperformance

culture is built on trust, accountability and open communication,$$she says.

$$High$-$performance leaders inspire and motivate others with their purpose, passion and commitment. They lead by example,

demonstrating the behaviours and values expected of others and$/$or their team. Having compassion is key for a successful

high performance team,$$she says.

Sakeena adds that leaders should not only encourage collaboration, innovation and experimentation, but also embrace

calculated risk$-$taking and learn from failures. Such agility and adaptability are vital for high performance in today$$s fastchanging

business environment, she notes.

$$Leaders should be willing to pivot when necessary, embracing new opportunities and challenges as they arise,$$says

Sakeena.

She explains that the first step is to set clear goals and a vision. $$A clear and compelling vision is the foundation of high

performance. Leaders should define and communicate a shared purpose, goals and expectations that inspire and motivate

employees.$$

There$$s also a very practical aspect to inculcating a high$-$performance culture within a company, says Sakeena. $$Driving a

high$-$performance culture requires talented and engaged employees.$$

Constant development to ensure that a company$$s employees are fulfilled and challenged at work means that businesses

need to invest in constant development that matches a colleague$$s abilities as well as their desired progression plan, says

Sakeena.

She explains that this means investing in training, development, succession planning and mentoring programmes that help

employees build employees$$goals and skills. $$Regular feedback, coaching and recognition also help drive motivation and

engagement.$$

A key way of implementing strategies that lead to high$-$performance teams is to make the best use of technology, says

Sakeena. $$Streamlining processes and automated systems simplifies tasks, reduces manual errors and increases

efficiency.$$

Linked to all of this, she says, is using data to help make decisions, which is critical to high performance. $$Leaders should

leverage data analytics and insights to inform strategic decisions, measure progress and identify areas for improvement,$$

says Sakeena.

The use of technology can also eliminate waste and can help organisations achieve operational excellence, says Sakeena.

$$Leaders should continually assess and improve systems, processes and workflows to maximise efficiency and

productivity.$$

Sakeena explains that having the right systems in place creates capacity, as it removes the need for employees to be

engaged in mundane tasks and, as a result, enhances productivity. $$This is$,$ultimately$,$ heaven at your fingertips. Integrating

data and centralising systems enables information to be consolidated, providing a single source of truth. Advanced

analytics and reporting capabilities uncover hidden trends and patterns.$$

Question $2(25$ Marks$)$

$$Succession planning is a critical component of building a sustainable future, ensuring that the organisation has a steady

supply of leaders who can drive high performance. Following best practices and making succession planning an ongoing

process, organisations can ensure they are well$-$positioned for continued success,$$ Given the need for an effective

succession plan, one needs to understand individual employee performance by using measures such as the $360-$degree

rating system.

Critically evaluate how the $360-$degree feedback system can be effectively utilised to identify performance improvement

areas within an organisation. In your analysis, discuss the key stakeholders involved in the process, outlining the specific

roles each plays in ensuring the system$$s success. Additionally, recommend best practices for conducting appraisals using

this method to enhance its effectiveness.