The Practical Leader

DECEMBER 23, 2019

It’s that exciting time right before Christmas when kids cram for their big performance review. He built an agile, change adaptive organization with a strong sense of commitment to each other and their mission. Setting Priorities and Managing Processes. Will it be enough to get them into the next gift bracket?

Emotional Intelligence 85

Emotional Intelligence Leadership Agility Performance Review 85

The Practical Leader

DECEMBER 27, 2023

Hope the kids in your life aced their big performance review and rated highly on his naughty-nice scale. He fostered a culture of innovation and inclusiveness that boosted agility and trust. Some managers try empowering, but it’s often a form of power and control. Santa can now relax after his big night.

Learning-by-Doing 52

Learning-by-Doing Agility Performance Review Letter 52

Harvard Business Review

MAY 15, 2018

Increasing volatility, uncertainty, growing complexity, and ambiguous information (VUCA) has created a business environment in which agile collaboration is more critical than ever. Intuitively, we know that the collaborative intensity of work has skyrocketed, and that collaborations are central to agility. This story is not unique.

Agility 14

Agility Team How To Project 14

Harvard Business Review

JUNE 19, 2017

If software has eaten the world, then agile has eaten the software world. And there is no shortage of information and advice on how agile should be implemented in your tech organization. For example, a Google search for “agile software development” returns over 14 million results. Related Video.

Agility 8

Agility Software Incentives Banking 8

Experience to Lead

SEPTEMBER 28, 2023

You have to be agile and willing to adapt. Having a strong leadership mindset and being a humble leader is about allowing people to manage themselves. Having performance reviews and checking in with staff to see where they are at is a great way to start employee development conversations.

Development 52

Development Self-aware Power Leadership 52

Harvard Business Review

JANUARY 11, 2016

We see big changes ahead in performance management. Organizations like GE and Accenture are experimenting with new approaches to that old shibboleth: the annual performance review. And our research found that over 50% of leaders fully expect agile talent to increase as a percentage of total employees.

Agility 8

Agility Management Cost Performance Review 8

Let's Grow Leaders

FEBRUARY 6, 2023

When done well, matrixed teams are more agile than traditional organizational structures and make it simpler to collaborate and communicate across departments. It’s likely that the manager who signs your performance review or recommends your raise isn’t close to your day-to-day work.

Organization 266

Organization Power Project Consensus 266

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. While it might be easy to measure someone’s output on an assembly line, how do we decide how well a manager manages or a leader leads?

Management 8

Management Performance Review Review Mission Statement 8

Harvard Business Review

DECEMBER 3, 2013

In previous posts I praised Microsoft’s rejection of individual performance ratings as the building block for an effective performance management system, and described why rating people on a list of competencies is a flawed method for improving their performance. and a chance for the manager to speak into these answers.

Management 9

Management Agility System Human Resources 9

Harvard Business Review

SEPTEMBER 8, 2015

A few years ago, I noticed around half a dozen courageous companies beginning experiments to remove ratings from their performance management systems. They were still differentiating performance in various ways, and still using a pay-for-performance approach, just not through a simple rating system.

Company 8

Company Performance Review Trends System 8

Harvard Business Review

NOVEMBER 9, 2018

Transformation-capable teams are made up of people who are not only high performers, but who hold a unique balance of skills and mindsets that allow them to sustain focus, agility, and optimism in the face of uncertainty for prolonged periods of time. Ultimately, not all top-performing employees are equipped for this.

Innovation 15

Innovation Team Uncertainty Project 15

Harvard Business Review

MARCH 9, 2011

Thoughtful, useful, and personal, her answer cut to the heart of the issue while presenting an effective approach for managing it. I've seen organizations committed to making forwardability a core competence save literally scores of hours of top-management time. The problem?

Efficiency 14

Efficiency Lean Manufacturing Core Competence Agility 14

Harvard Business Review

DECEMBER 19, 2016

CEOs should actively manage five specific tensions in today’s complex global business environment: Disruptive innovation versus leveraging the company’s core strengths. Manage costs — or add value? Exploiting global opportunities versus managing risk. Pursuing cost leadership versus differentiating for value.

CEO 8

CEO Supply Chain Disruptive Innovation P&L 8

Harvard Business Review

APRIL 4, 2016

For example, instead of giving a negative performance review, you’re having a constructive conversation about development. HBR Guide to Managing Conflict at Work. Managing People Book. This article was adapted from the HBR Guide to Managing Conflict at Work. Adapted From. Add to Cart.

How To 8

How To Construction Agility Performance Review 8

Harvard Business Review

SEPTEMBER 13, 2013

We originally envisioned the metric as a formal KPI in each staffer’s annual performance review. But we soon realized we had created a contradiction: You can’t build a culture that values rapid iteration by simply changing an annual performance cycle. The product manager? Our development team went Agile.

Team 13

Team Metrics KPI Rogers 13

Harvard Business Review

FEBRUARY 9, 2015

If you were my manager and you watched my performance for an entire year, how accurate do you think your ratings of me would be on attributes such as my “promotability” or “potential?” ” How about more specific attributes such as my customer focus or my learning agility?

Document 8

Document Training Consensus Learning-by-Doing 8

Harvard Business Review

JANUARY 18, 2012

He cajoled, pushed, and pulled the company into a client-centric, agile structure able to customize delivery of IBM's software assets, hardware assets, and intellectual property. Instead of formal performance reviews, he regularly engaged in short conversations, focusing on key initiatives. Patience and a long-term view.

Globalization 15

Globalization Golden Parachute Short-term Long-term 15

Harvard Business Review

DECEMBER 12, 2018

I converted from my religiously observed to-do list (daily work plan) to this calendar system, also known as timeboxing (a term borrowed from agile project management). Or a performance review looms — what were the highs and lows of the last six months? This was enough for me. It’s in your calendar.

Productivity 8

Productivity Products Agility Performance Review 8