Performance management implies a top-down control, and this is not a productive way to achieve great performance. Performance needs to be inspired through a leadership style that is supportive, collaborative, motivating, purposeful and energising. That will help unleash passion for work, improve engagement and intrinsic motivation, and the performance will increase automatically.

Figure 1 shows a 5-level model that explains how individuals and organisations go through different stages of development. Levels 1-3 correspond to traditional Management 1.0 based performance management. When a predominant mind set of employees and leaders moves to level 4, a breakthrough in performance, engagement and innovation occurs. Levels 4 and 5 correspond to Management 2.0 based "Performance Inspiring". Figure 2 shows a description of levels 1-5.

Figure 1: 5-level individual and organisational development model

Figure 2. Description of five levels

When this model is used, goals are set collaboratively, resources are allocated on the basis of the quality of ideas rather than on hierarchial position, and information is shared openly and freely througout an organisation.

Implementing this model of performance could begin by:

- Starting to delegate responsibilities instead of tasks

- Using encouragement instead of criticism

- Allowing employees to make decisions on the basis of their knowledge

- Encouraging teamwork and collaboration

- Facilitating forming of informal networks

- Enabling self-organisation into communities of passion

- Using social media for open communication and knowledge sharing