Your guide to GPS:

GROW. PERFORM.
SUCCEED.
PATH’s People Philosophy

We increase Diverse talent drives

GPS Overview
People are central We value and
impact by working impact through
to our impact support learning
as one PATH innovation

GPS: Grow. Perform. Succeed. set your direction in alignment with path strategies and business needs | pp. 4-5
PATH’S PERFORMANCE MANAGEMENT PROCESS

GPS COMPASS
q Write and share My Motivation

PATH’s employee-powered performance management process focuses on the future. Your future. PATH’s future. q Write and share Learning Focus
As needed, at
GPS reflects PATH’s forward-looking and evidence-based approach. Research indicates traditional performance least annually
reviews do not motivate employees. GPS is different. It is designed to motivate employees, support managers, and q Write Priorities and review with relevant leaders
increase our collective impact.
GPS facilitates performance management in a matrix environment, encouraging input from stakeholders and allowing
for flexibility across our diverse teams. GPS focuses on progress and emphasizes an ongoing dialogue.
Every person at PATH will play a unique role in this process, and you can use this guide to understand where you fit
into the bigger picture. request and give feedback to support learning — yours and others | p. 6

q Request feedback from others to raise your awareness and increase your
Employees

FEEDBACK
learning and performance impact
• You are the navigator. You set the direction of your career and use this process to get there.
q Give feedback to others using the COIN Feedback Model
• Set and share your direction with your manager and other stakeholders, as needed. Ongoing

• Ask for and share feedback to increase learning and progress for yourself and others. q Reflect on the feedback you receive
Managers
• You are the facilitator. You guide your employees to their destinations through feedback, on-the-job
learning opportunities, and coaching and mentoring.
• Help your employees see how their work connects to PATH’s strategy and impact.
meet with your manager regularly to ensure alignment and review your progress | p. 7
• Share feedback on their progress, recognize their achievements, and make them aware of opportunities

GPS CONVERSATIONS
for career growth.
q Schedule meetings
PATH as an Organization
q Share GPS Compass
• We are the engine. PATH creates the environment that empowers everyone to engage with GPS.
3+ times
• We foster a culture of learning, feedback, recognition, equity, and appreciation. q Seek guidance and support from your manager on feedback to apply learning a year

PATH Values
Respect Equity Integrity
Innovation Collaboration Impact

We want to know how the GPS process is working for you. We will request your feedback periodically, but feel free to share your experience
whenever you want by emailing GPS@path.org.
3
 GPS COMPASS GPS COMPASS

Set Your Direction: Your GPS Compass

My Motivation, Learning Focus, Priorities Use this as a guide to outline and share your GPS Compass with your manager. Examples below illustrate suggested level of
detail and format. You are the navigator and decide what you need to be successful in partnership with your manager
and other relevant leaders.

my motivation my motivation

What A statement that describes what motivates you. Example 1: I love solving complex problems in ambiguous environments.
Example 2: I am at my best when contributing to a team to achieve a shared goal.
Why When we understand what motivates our colleagues, it helps us understand how to support them.

How Draft a brief statement that describes what motivates you and connects you to PATH. Be ready to
share it.

When Begin by setting your My Motivation statement. Update it whenever your motivation changes. learning focus
Example 1: Heighten my cultural awareness of the two regions where my new project is being implemented.

learning focus Example 2: Discover how the Zoom communication tool can improve team collaboration.
Example 3: Become proficient in Business World finance tool.
What What you want to learn so you can be more effective in your job and grow your career.

Why Your Learning Focus statement communicates your career aspirations and learning goals to your manager,
stakeholders, and peers. We can partner with each other to share ideas and find opportunities to grow and
learn on the job. priorities
What and how will you contribute to PATH’s strategies and Relevant leaders Time frame What do you
How Consider what you want to learn to be more effective in your job and to make progress on your career. Draft a commitments? (e.g., managers, need from
brief statement that describes your Learning Focus. Share your Learning Focus with your manager and discuss project leaders, your leaders?
feedback needs, on-the-job learning opportunities, and other support needed. technical leaders) (SLII*)

When You determine the timeline based on the nature of your Learning Focus. Review progress during GPS Example 1: Contribute my technical skills to Project XYZ. Project leader, my Throughout 3
Conversations and update when relevant. manager the project

Example 2: Start managing relationship with external partner. Project leader, Through 1
country director project
priorities milestone
Example 3: Manage all budget and finance needs for my projects. Each project leader, Throughout 4
What The top few priorities you are committed to deliver.
technical leader the project
Why To align your work to PATH’s evolving strategies and commitments.

How Draft two or three Priorities and facilitate input and agreement from your relevant leaders (e.g., manager,
project leader, technical leader). Determine the relevant time frame. Identify what direction and support you
need.*

When Discuss with leaders during regular check-ins and update as needed. Use GPS Conversations to discuss how
your Priorities may support your career development as well as organizational objectives.

* PATH uses Situational Leadership II as a model to support development. You can use this model with your manager when you: * PATH uses Situational Leadership II as a model to support development. You can use this model with your manager when you:
1: Need direction, solutions, and / or information 3: Need good questions, listening, and / or encouragement 1: Need direction, solutions, and / or information 3: Need good questions, listening, and / or encouragement
2: Need coaching, advice, and / or feedback 4: Need acknowledgement, autonomy, and / or influence 2: Need coaching, advice, and / or feedback 4: Need acknowledgement, autonomy, and / or influence

4 YOUR GUIDE TO GPS: GROW. PERFORM. SUCCEED. 5

 FEEDBACK GPS CONVERSATIONS

How to Request and Give Feedback How to Have a GPS Conversation

What Feedback is a trusted exchange of information between two or more individuals where you share input on What Structured conversation to step above the day-to-day check-in level. A longer-view discussion that provides
performance impact, strengths, and opportunities to improve for the purposes of learning. an opportunity to receive guidance from your manager to achieve alignment, review progress, and reflect on
feedback.
Why Your colleagues are key to helping build awareness of your progress on your Learning Focus and Priorities. When
you ask for feedback, you receive valuable input. Why To contribute to your long-term learning, career development, and performance impact at PATH.

How Use the COIN Feedback Model to guide you in both requesting and giving meaningful feedback. How Schedule a meeting with your manager. Use your Compass and feedback received to prepare for and guide the
conversation.
When As often as useful.
When We recommend you schedule at least three GPS Conversations per year.

The COIN Feedback Model

when asking for feedback ... when giving feedback ... GPS Conversation Talking Points

C Consider Consider
q Acknowledge and celebrate achievements and milestones since last meeting.
• What feedback would help you make progress on your • Consider the receiver’s Learning Focus and Priorities as
Learning Focus and Priorities? context for the feedback. q Share your My Motivation statement. Invite your manager to share theirs.

• Who has the perspective and/or knowledge to provide • Reinforce what is working and build awareness about
that feedback? what could be better. q Review your Learning Focus.

• Will the request and feedback be more effective in writing • Select an approach that is actionable, honest, and • What progress have you made?
or through a conversation? respectful. Help the receiver be open to the feedback. • What challenges have you encountered?
• How can you prepare the provider to give you feedback? • What feedback have you received?

O Offer Offer • What do you need to support your learning?

• Offer your perspective on your Learning Focus and
Priorities to provide context.
• Be specific about the feedback you are seeking.
• Demonstrate openness to the feedback offered to you,
even when you are not expecting it.
• Offer specifics on the behaviors or actions you observed. • What opportunities are there to practice the new knowledge or skill?
• Use “I statements” to describe the impacts the behavior or • Consider creating a new Learning Focus, if appropriate.
action had or will have on you, others, or PATH.
q Review your Priorities.
• What progress have you made?

I Invite Invite • What challenges have you encountered?

• What feedback have you received?
• Seek a deeper understanding by probing for details. • Invite the other person to ask clarifying questions.
• Invite the provider to give feedback again in the coming • What direction and support do you need from your manager?
months, if relevant. • Consider evolving organizational priorities and how to adjust your Priorities to align.

N Next Steps Next Steps • Consider modifying or creating new Priorities as appropriate.

• Thank the provider for the feedback.
• Acknowledge any commitments made.
• Clearly state the support you need.
• Reflect and apply. Use GPS Conversation to share
reflections and seek guidance from your manager.
• Ask how you can support support the receiver’s
ongoing progress.
• Acknowledge commitments made.
• Thank the receiver for the opportunity to provide
feedback.

6 YOUR GUIDE TO GPS: GROW. PERFORM. SUCCEED. 7

 Get Started

‰ Draft your GPS Compass

My Motivation thought starters:

1. Think about the times while working when you have felt the most motivated, connected, energized.
What were you doing? Who were you with?
2. Write words and phrases that help describe what motivated you.
3. Once you are done brainstorming, draft a sentence that captures what motivates you.

Learning Focus thought starters:

We suggest focusing on the near-term, such as the next 3 – 6 months.

1. What do you want to learn to be more effective in your job and to make progress on your career aspirations?
2. How will the Learning Focus strengthen your skills in your current role or prepare you for the next role?
3. Who can support you in this Learning Focus? Think of mentors, coaches, networkers, and feedback providers.
What on-the-job opportunities would help you? What resources would be useful?

Priorities thought starters:

Identify the top few priorities you are committed to deliver on. For each, consider these questions.

1. What is the priority?

2. Who are the relevant leaders that need to provide input on this priority?
3. What is the time frame of this priority? Does it have a specific deadline or is it recurring/ongoing?
4. What direction and support do you need from your manager while executing this priority?

‰ Start asking for feedback on your Learning Focus and/or Priorities using
the COIN Feedback model

‰ Schedule a GPS Conversation with your manager

‰ To continue your learning, check out these resources

1. GPS Sharepoint – Found on the Human Resources page under Employee Information on PATH Central
» GPS Compass standalone » COIN preparation templates » Learning Stories
» GPS FAQ » Feedback examples
2. Your Human Resources Business Partner – See HR Staff Assignments on the Human Resources page
under Employee Information on PATH Central

We want to know how GPS is working for you. We will request your feedback periodically, but feel free to share your
experience whenever you want by emailing GPS@path.org.

8 YOUR GUIDE TO GPS: GROW. PERFORM. SUCCEED.