Great Leadership By Dan

DECEMBER 20, 2012

Guest post from John Mattone: The fundamental belief underlying Positive Performance Management (PPM) is this: Leaders and their employees must strive to make performance reviews complete, honest, and timely. they tell them that they are performing worse than they are in reality). What If the Truth Is Not Told?

PPM 250

PPM Positioning Management Performance Review 250

Engaging Leader

SEPTEMBER 1, 2015

Research shows no one is happy with annual performance reviews—not executives, not managers, and not individual contributors. Even HR teams responsible for performance management aren’t convinced annual reviews provide value.

Goal 100

Goal Wilde White Paper Management 100

CO2

SEPTEMBER 21, 2022

It’s common to see vague purpose statements centered around being the best or leading provider whatever sector the organization operates. However, not every company operates in a sector where their everyday work lends itself to significant social impact. Consider social impact.

How To 78

How To Long-term Performance Review Mission Statement 78

CO2

SEPTEMBER 21, 2022

It’s common to see vague purpose statements centered around being the best or leading provider whatever sector the organization operates. However, not every company operates in a sector where their everyday work lends itself to significant social impact. Consider social impact.

How To 78

How To Long-term Performance Review Mission Statement 78

HR Digest

MARCH 17, 2022

Improve and streamline operations. Most businesses do this when recruiting new talent or while giving out performance reviews. . A properly executed HR strategy ensures that your business achieves its short and long-term goals. Help the management to plan for both short and long-term growth. Conclusion.

Strategy 87

Strategy Human Resources Short-term Long-term 87

HR Digest

APRIL 5, 2022

Improve and streamline operations. Most businesses do this when recruiting new talent or while giving out performance reviews. . A properly executed HR strategy ensures that your business achieves its short and long-term goals. Help the management to plan for both short and long-term growth. Conclusion.

Strategy 66

Strategy Human Resources Short-term Long-term 66

Experience to Lead

SEPTEMBER 28, 2023

Leadership feedback provides leaders, whether they are team leads, managers, executives or others in leadership positions, with information regarding their performance, behavior and impact. This transparency and clarity helped in executing the plan smoothly and with confidence.” What is Leadership Feedback?

Examples 52

Examples Team Succession 360-Degree Feedback 52

Mike Cardus

DECEMBER 9, 2013

In a hushed tone he tells me: “ Mike, our CEO went to an off-site executive development retreat and wants to change our entire performance appraisal system and he wants it done by the end of the next week!”. Yearly Performance Reviews SUCK! The phone rings it’s Will. Will, “He said he wants clearer objective metrics.

Performance Review 136

Performance Review Handbook System Objective 136

You're Not the Boss of Me

JULY 13, 2009

In this scenario too, the performance review often becomes something we do to people rather than with them. But the reality is that performance assessment is important to both the organization and the people who work for it. In other words we operate on the principle that equity means treating everyone in the same way.

Performance Review 40

Performance Review Review PR Blanchard 40

HR Digest

NOVEMBER 4, 2020

We led focus groups, created advisory and steering teams, and engaged our executives in workshops and feedback sessions. As we continue to bring our culture to life in our operating model and our HR practices, we continue to use surveys, crowdsourcing, focus groups and other tools to ensure our people are heard.

Human Resources 132

Human Resources Focus Group Crisis Definition 132

Great Leadership By Dan

MAY 3, 2012

And for innovative ideas on moving away from the traditional performance review feedback, read an article from Daniel Pink: [link]. Beth Armknecht Miller, of Atlanta, Georgia, is Founder and President of Executive Velocity, a leadership development advisory firm accelerating the leadership success of CEOs and business leaders.

Motivation 275

Motivation Goal Crisis Fashion 275

Strategy Driven

NOVEMBER 6, 2015

When you own and operate a business you need to have certain procedures for an efficient and seamless function. Sometimes the difficulty of managing your time makes for a haphazard operation. An inefficient operation results in unproductive activities which often miss the point and worse yet, result in wasted time and wasted resources.

Succession 50

Succession Strategic Planning Budgeting Goal 50

Strategy Driven

FEBRUARY 25, 2017

Finding a good mentor, with a wealth of experience as an entrepreneur or executive in your field, can take a huge amount of the weight off your shoulders. As these people become more familiar with their departments and senior roles, you should keep them in the loop about more executive decisions. Find a Good Mentor.

Short-term 74

Short-term Long-term Stage-Gate Mentor 74

Strategy Driven

SEPTEMBER 2, 2016

Executives amassed knowledge “in the streets,” through non-traditional sources. When repackaged years later, executives vigorously enjoyed the rediscovery process. I conducted independent performance reviews of many. Non-profit organizations operating more business-like. Helping others.

Strategic Planning 62

Strategic Planning Planning Ethics Learning-by-Doing 62

HR Digest

OCTOBER 14, 2023

Poor performance reviews on multiple newly hired candidates can indicate a flaw in the hiring process, either in the candidate pipeline or lax hiring procedures. It is ideal to include multiple criteria while calculating the quality of candidates as just a performance rating in terms of one metric can give incomplete data.

Metrics 52

Metrics Diversity Review Cost 52

Persuasive Powerhouse

JUNE 15, 2010

I teach coaching skills to groups of managers regularly; every individual executive client I have gets taught coaching skills in some way or another; and of course, I practice coaching myself (I call it “practice” on purpose). The best will raise the bar on their own performance on an ongoing basis. Thanks for adding these thoughts!

Short-term 196

Short-term Long-term Skills Blog 196

CO2

AUGUST 1, 2010

RSS Feed Schedule a Call Free E-Book Assessment Test Coffee Schedule Coaching Lunch About Us CO2 Story Our Approach Our Successes Our Executive Coaches Gary B. Gary Cohen grew the company from two people to 2,200 employees Currently, he is Managing Partner of CO2 Partners, LCC, operating as an executive coach and consultant.

Management 79

Management Executive Coaching Leadership Strategic Planning 79

Strategy Driven

MAY 15, 2015

Niche specialists collectively conduct a research study or performance review. The client is opening new locations in new communities and asks its consultants to formulate a plan of action and oversee operating aspects. Multiple companies find that doing business in a new country is easier when a consortium operates.

Cooper 50

Cooper Open-book Tourism Telecommunications 50

HR Digest

MAY 14, 2024

Leadership : Senior HR leaders or C-suite executives spearhead HCM initiatives, setting up essential processes. Data Management and Strategic Direction Data-Driven Decisions : Utilize comprehensive data, including employee demographics and performance metrics, to guide HCM.

Human Capital 52

Human Capital Management Technology Efficiency 52

Harvard Business Review

MAY 11, 2015

And as anyone who has ever given or received a traditional performance review knows, this process can be highly subjective — even in the most metrics-obsessed organizations. Conventional performance reviews can also undermine a company’s agility and lead to missed opportunities.

Management 8

Management Performance Review Review Mission Statement 8

Strategy Driven

MARCH 26, 2020

As any executive will tell you, there’s a tremendous difference between producing a hundred products well and tens of thousands. Performance reviews are a case in point. Give the people who volunteer exclusive authority to evaluate and review processes at every stage of your operation. Adjust Your Hiring Process.

Quality 73

Quality Process Review Performance Review 73

Harvard Business Review

JANUARY 18, 2012

Executing this strategy required seamless integration of IBM's product capabilities with its geographic reach. This meant abandoning IBM's existing organization, in which product silos and geographic entities operated independently and frequently were more competitive than collaborative. Pragmatism. When the U.S. When the U.S.

Globalization 15

Globalization Golden Parachute Short-term Long-term 15

You're Not the Boss of Me

NOVEMBER 21, 2010

So far, in my experience anyway, we have not been great students of his philosophies…or we have been great students but just, well, crappy at the execution part, proof perhaps that naïveté also lives in our belief that any of this stuff is easy. This speaks to the dangers of clinging to, and operating from, narrow perspectives.

Learning Organization 56

Learning Organization Senge Organization Learning-by-Doing 56

Great Leadership By Dan

JUNE 7, 2018

Meetings resembled mortal combat, Hoffman described, with executives regularly looking for vulnerabilities among their peers to exploit. He instituted weekly business performance review (BPR) meetings that required a new level of rigor, scrutiny, and detailed analysis from the company’s leaders.

Brand 193

Brand BPR FOB Automotive 193

Great Leadership By Dan

SEPTEMBER 12, 2013

The reality is that most executives just don''t understand them. One of the biggest priorities for executives right now is succession planning. By understanding how millennials operate and managing them properly, you can retain them and set them up for leadership success. Here are a few tips on how to go about doing that: 1.

Organization 251

Organization How To Mentor Performance Review 251

Harvard Business Review

MARCH 21, 2018

These kinds of statements speak to a leader’s choice of values, and a failure to understand the relationships between a safe work environment and operational performance. The reality is that virtually all workplace injuries are preventable, and safety management and operational excellence are intimately linked.

Operations 14

Operations Chemicals CEO Metrics 14

Harvard Business Review

DECEMBER 19, 2013

That line of thinking shuts us down, puts us on the defensive, and narrows our possibilities to rescue operations. Managers should keep this in mind, particularly during performance reviews. Boyatzis tells of an executive MBA student, a manager who wanted to build better work relationships.

Chemicals 18

Chemicals Learning Curve Open-book Bottom-up 18

LDRLB

JUNE 13, 2014

DAVID: I totally agree but why do you think it is … Where did this annual tradition of the god-awful performance appraisal come from and why do we even … You look online and all you hear are articles about, “Let’s ditch performance reviews” and yet they persist. Why do you think that is?

Long-term 84

Long-term 360-Degree Feedback Books Organizational Behavior 84

Harvard Business Review

JULY 10, 2012

When it comes to selling, even many hard-nosed executives believe that sales is an art, and artists do their best work when left alone. CEOs generally don't want changes to how their sales force operates for fear of killing the golden goose. But cutting cost does not mean cutting revenue. higher quality, faster cycle time).

CEO 15

CEO 360-Degree Feedback Contract Manufacturing Supply Chain 15

Harvard Business Review

JANUARY 10, 2012

As a result, upwardly-aspiring executives need to take steps now to position themselves to be "first off the bench" as opportunities for promotion become available. Given the fact that traditional career paths are extinct in most industries, managers have few guideposts for advancing to the executive level.

Positioning 14

Positioning Career Execution Project 14

Harvard Business Review

OCTOBER 10, 2017

In Precision’s case, good tactical performance required developing rules, checklists, and standard operating procedures and then following them closely. Essentially, tactical performance is how well you stick to your plan, and adaptive performance is how well you diverge from your plan.

Organization 9

Organization Tactics Call Center Metrics 9

Harvard Business Review

APRIL 1, 2014

A healthcare industry sales executive recently told us that as part of a continued effort to cut costs, her company had reduced the number of first-line sales managers from 66 down to 30 over a period of several years. The merchandising force operates with an unusually high span of control of 50 merchandisers per manager.

Span of Control 8

Span of Control Company Merchandising Management 8

Harvard Business Review

AUGUST 27, 2014

Or do you believe that this is an unattainable, unaffordable goal in view of the financial and operational challenges your organization currently faces? Don’t concern yourself at this point with whether your measurements are objective or subjective or whether they’re included in your annual performance reviews.

Incentives 8

Incentives Performance Review Welch Motivation 8

Harvard Business Review

JANUARY 17, 2012

When executed well, the results are astonishing. Make multicultural experiences an explicit part of career path conversations and performance reviews so that young managers can begin to treat view multicultural skill development more seriously.

Competitive Advantage 14

Competitive Advantage Leadership Telecommunications Talent Management 14

Harvard Business Review

OCTOBER 31, 2017

Tamara was well-regarded by the executive team at her company, many of whom continued to encourage her professional advancement. When you go up the executive ranks, one of the commodities in scarce supply is actionable feedback from those you report to. Tamara is not alone. You need consistent, actionable feedback.

Follow-up 8

Follow-up Learning-by-Doing Comparison Project 8

Harvard Business Review

JUNE 5, 2018

As soon as you step into a top position at a company that needs to significantly improve the way it operates, there’s pressure to get off to a quick start. For an example of the importance of controlling pace, let’s look at the case of an executive I’ll call Greg. HBR Staff/Clare Jackson/EyeEm/Getty Images.

Supply Chain 9

Supply Chain CEO Kahneman Self-aware 9

Harvard Business Review

DECEMBER 19, 2016

Instead, chief executives are often presented with two “right” answers, but one is slightly worse. CEOs must be agile and adaptive, operating from a mindset of continual anticipation and appraisal in order to make timely investment decisions and oversee speedy execution.

CEO 8

CEO Supply Chain Disruptive Innovation P&L 8