Human Resource Management Office Training and

Development Section

Story:
The FOUR MONKEYS

Four Monkeys an
experiment
You start with a cage containing four

monkeys, and inside the cage you

hang a banana on a string, and then
you place a set of stairs under the
banana.
Before long, a monkey will go to the
stairs and climb toward the banana.
You then spray ALL the monkeys with
cold water.

The experiment
After a while, another monkey makes

an attempt. As soon as he touches

the stairs, you spray ALL the monkey
with cold water.
Pretty soon, when another monkey
tries to climb the stairs, the other
monkeys will try to prevent it.

The experiment
Now put away the cold water. Remove

one monkey from the cage and replace it

with a new monkey.
The new monkey sees the banana and
attempts to climb the stairs.
To his shock, ALL of the other monkeys
beat the crap out of him.
After another attempt and attack, he
knows that if he tries to climb the stairs
he will be assaulted.

The experiment
Next, remove another of the original

four monkeys, replacing it with a new

monkey.
The newcomer goes to the stairs and
is attacked.
The previous newcomer takes part in
the punishment with enthusiasm
because he is now part of the
team.

The experiment
Then, replace a third original monkey

with a new monkey, followed by the

fourth.
Every time the newest monkey takes to
the stairs, he is attacked.
Now the monkeys that are beating him
up have no idea why they were not
permitted to climb the stairs.
Neither do they know why they are
participating in the beating of the
newest monkey.

The experiment
Having replaced ALL of the original

monkeys, none of the remaining

monkeys will have ever been sprayed
with cold water.
Nevertheless, not one of the monkeys
will try to climb the stairway to the
banana.
Why, you ask? Because in their minds,
that is the way it has always been!

Objectives:
By the end of the session, each

participants should be able to:

1.Develop an appreciation of the
Coaching and Monitoring stage of the
SPMS; and
2.Device methods of Monitoring and
Coaching on their respective
Departments/Divisions.

The SPMS Paradigm Shift

AREA

PARADIGM SHIFT
From

To

Perspective

Performance
Evaluation

Performance
Management

Focus

Activities and inputs

Outputs and
outcomes

Indicators

Performance
Indicators (i.e.
numbers of
appointments
processed)

Success indicators
(i.e. response time)

Performance
alignment

Focus on individual
(Competition)

Align individual to
office/Organization
(Teamwork and
Collaboration)

Role as Supervisor

Evaluator

Coach and mentor

The SPMS Process

The SPMS Calendar

What is Monitoring and

Coaching?
Done regularly during performance

period by the Heads of Agency,

Planning Office, Division and Office
Heads, and the individual;
Focus is creating an enabling
environment to improve team
performance and develop individual
potentials.

Important Questions:
Are feedback sessions to discuss

performance of offices, officials, and

employees provided in your Agency
Guidelines and scheduled in your
SPMS Calendar?
Are interventions given to those who
are behind work targets? Is space
provided in the Employee Feedback
Form for recommended interventions?

Important Questions:
Is there a form or logbook to record

critical incidents, schedule of

coaching and the action plan?

Identify the Performance

Goals of Individuals
under each Division
It is important that you regularly

monitor the performance of offices,

divisions, and employees.
Put a monitoring and evaluation
mechanisms and tools in place so
that timely and appropriate steps can
be taken towards meeting
performance targets and
organizational goals.

 It is important that we establish an

information system as a vital

management tool that will support
data management to produce timely,
accurate, and reliable information for
program tracking and performance
monitoring and reporting.

Sample Monitoring and

Coaching Tools: