Great Leadership By Dan

OCTOBER 22, 2014

"Performance feedback and coaching shouldn’t just happen once a year during a formal performance review. In order to create real, measurable, and meaningful change, it is also important to supplement those formal, documented meetings with continuous, informal coaching that is delivered as things happen."

Information 228

Information Performance Review Document Review 228

Great Leadership By Dan

SEPTEMBER 7, 2017

Performance reviews. Performance reviews are just a part of performance management – an ongoing process of planning, continual monitoring and frequent feedback. Managing performance is crucial to employee motivation and feedback is an integral part. Performance reviews should focus on outcomes and results.

Succession 137

Succession Benchmarking Performance Review Handbook 137

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. There are ten key elements of Positive Performance Management. teammates, coworkers, subordinates, etc.)

PPM 250

PPM Positioning Management Performance Review 250

Great Leadership By Dan

MARCH 4, 2014

It’s up to you to humbly let them know on a regular basis during your regular meetings, and especially during your annual performance review. A lot of managers will ask for performance review “input” – this is the one time per year that you are allowed to loudly toot that horn.

Self-aware 265

Self-aware How To Performance Review Learning-by-Doing 265

Great Leadership By Dan

NOVEMBER 4, 2016

Top 3 Strengths: List the employee’s top 3 strengths, from last performance review or other assessments. Top 3 Development Goals: Development goals are areas in which if strengthened, the employee’s performance would improve in their current role or they would help prepare the employee for potential future positions.

Planning 120

Planning Development Performance Review Mentor 120

Great Leadership By Dan

APRIL 16, 2014

Or better yet, when was the last time you enjoyed having a performance conversation? Let’s face it; both parties of the conversation generally dread performance conversations, more commonly known as performance reviews. So, why not have a different conversation?

Performance Review 232

Performance Review Planning Commitment Webinar 232

Great Leadership By Dan

AUGUST 3, 2015

When I admit a weakness, you will work with me to improve myself, not hold it against me on my performance review. I’ll know where I stand with you and won’t be blindsided during my performance review. You won’t ignore performance issues – my own, as well as the rest of my co-workers. You won’t sugarcoat it.

Performance Review 120

Performance Review Micromanagement Follow-up Review 120

Great Leadership By Dan

FEBRUARY 14, 2019

If you report to someone else, don’t wait for your periodic performance review. I’ve found that a simple formula can help keep dialogue on a productive path. It’s called “Stop, Start, Continue.” Explain that you’d like to use the “Stop, Start, Continue” framework to ensure that the conversation is helpful to both of you.

Power 189

Power Follow-up Report Performance Review 189

Great Leadership By Dan

APRIL 9, 2013

So here’s what I think we need to do: At least once a year – about as often as we should get an annual performance review and be updating our resumes – take a few moments to answer those two questions.

Self-aware 250

Self-aware Micromanagement Performance Review Executive Coaching 250

Great Leadership By Dan

NOVEMBER 12, 2013

Following these guidelines won’t guarantee that your team will look forward to every team meeting like they look forward to quitting time on Friday, but at least they will rank them more favorable than root canals and performance reviews. teams collaboration staff meetings'

Team 307

Team How To Guidelines Performance Review 307

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]. This process focuses more on the future as the past can’t be changed, only the future. For more thoughts on this visit [link]. Failing to Define Clear Goals.

Motivation 275

Motivation Goal Crisis Fashion 275

Great Leadership By Dan

JANUARY 22, 2014

What you’ll get is a textbook program on how to fix their problems (how to write performance reviews, how to document performance problems, how not to discriminate, etc…). BTW, I hate to say this, but the last person I would allow to design (and deliver) training like this would be my HR person.

Training 235

Training How To Audience Learning-by-Doing 235

Great Leadership By Dan

SEPTEMBER 15, 2011

They gathered data from performance reviews, past projects they worked on, and looked at the roles and responsibilities they had within the organization.

Case Study 228

Case Study Training Development Leadership 228

Great Leadership By Dan

SEPTEMBER 12, 2013

Many organizations don''t offer an annual performance review and most don''t even offer a quarterly one, based on our new research. Of course, some will play into the stereotypes but many won''t and you have to respect them instead of single them out. Give them constant feedback.

Organization 251

Organization How To Mentor Performance Review 251

Great Leadership By Dan

JUNE 7, 2018

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

MARCH 31, 2015

Then we’d have to find something else to complain about, like performance reviews. If everyone followed all of these commandments, our time spent in meetings way less painful and we might even get some real work done. bad meetings meetings staff meetings teams'

Energy 120

Energy Follow-up Performance Review Commitment 120

Great Leadership By Dan

JUNE 7, 2012

It's far too easy for managers to only give feedback during performance reviews or to offer vague platitudes. His words are just as true in the corporate world as they are in the military one. Give frequent, specific feedback. The best mentors provide quality feedback that's timely, genuine, and focused on desired behaviors.

Development 268

Development Executive Coaching Mentor Open-book 268

Great Leadership By Dan

APRIL 24, 2012

Need to prepare for an upcoming performance review? These technologies have the potential to develop higher level competencies, like critical thinking and emotional intelligence, in a safe, accelerated, and realistic environment. There’s an app for that! Liberal Arts and the “soft stuff”.

Leadership Development 256

Leadership Development Development Leadership Globalization 256