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. It is part of the leader’s job to create working environments that invite participation and interest.

Performance Review 40

Performance Review Review PR Blanchard 40

HR Digest

NOVEMBER 4, 2020

For example, before launching a new performance review system this year – dubbed Performance Everyday and hinged on our culture elements – we used crowdsourcing and other tools to hear directly from 3Mers about how to best improve our approach. . What is your personal approach to decision-making?

Human Resources 132

Human Resources Focus Group Crisis Definition 132

You're Not the Boss of Me

JULY 20, 2009

And then I began to think that my eagerness to put the discussion behind me was not unlike the very real tendency for organizations to plough through the performance review process quickly… primarily to get away from it. I think it is partly because performance reviews require human beings to make judgements on each other.

Performance Review 44

Performance Review Review PR Blog 44

Harvard Business Review

JUNE 20, 2018

While biases can affect any of an organization’s talent decisions, they can be especially harmful when it comes to diversity and inclusion efforts. And there is perhaps no setting that shapes careers, salaries, and lives like annual performance evaluations. How to address the bias.

Performance Review 10

Performance Review Review How To CFO 10

Chartered Management Institute

MAY 3, 2023

In terms of solutions, Ann emphasised the need for employers to promote women proportionately through the ranks, offer flexible working solutions for those on career breaks and create sponsorship programs that cater to women from diverse backgrounds. All leaders should commit to these actions. Don’t miss out!

Policies 121

Policies Article Skills Learning-by-Doing 121

You're Not the Boss of Me

JANUARY 16, 2011

It only makes sense to invite more eyes, ears and voices to participate in achieving clarity of purpose and a common understanding of what’s important and why. Building awareness in organizations must be a collective effort with participation from many and diverse people. What do you think?

Self-aware 63

Self-aware Film Blog Diversity 63

Strategy Driven

SEPTEMBER 2, 2016

I conducted independent performance reviews of many. I served on boards of directors, search committees, awards panels, review boards and task forces for many. Diversity of society is reflected in service. Re-involving those who have given, volunteered and participated in the past. Building communities.

Strategic Planning 51

Strategic Planning Planning Ethics Learning-by-Doing 51

You're Not the Boss of Me

MARCH 1, 2009

You’re Not the Boss of Me Skip to content Home About Me About This Blog ← To Lead is also to Follow The Power of Diversity → March 2, 2009 · 1:00 am ↓ Jump to Comments Three Key Elements for Making Change Happen Looking for a way of effecting change and getting people into action?

Commitment 40

Commitment Diversity Blog Resistance 40

You're Not the Boss of Me

JANUARY 30, 2011

In school too, I was encouraged, along with my classmates, to work together to complete projects and participate in sports events. So, to me, the task for the leader is to model and acknowledge group effort at every opportunity and reward group achievement both in tangible ways and in ways that appeal intrinsically to its participants.

Blog 55

Blog Diversity Learning-by-Doing Self-aware 55

You're Not the Boss of Me

MAY 23, 2010

For example, an organization that believes in contributing to the community it serves through charitable works will find meaning in a celebration that acknowledges fund raising events and the people who participate in them. Announces Social Media, Branding & Diversity Strategies" by @ bizshrink.

Blog 41

Blog McCarthy Brand Performance Review 41

You're Not the Boss of Me

OCTOBER 20, 2009

You’re Not the Boss of Me Skip to content Home About Me About This Blog ← The Performance Review & Some Ugly Truths Casual Conversation in the Workplace…Something to Talk About → October 20, 2009 · 11:21 pm ↓ Jump to Comments When Change Hits “Upside the Head” Change.

Performance Review 43

Performance Review Blog Learning-by-Doing Contingency Plans 43

You're Not the Boss of Me

NOVEMBER 1, 2009

Do you participate in it? Seek balanced two-way conversations that give each participant the opportunity to take part. Resist, at all costs, any temptation to participate in idle gossip or rumour mongering. Announces Social Media, Branding & Diversity Strategies" by @ bizshrink. Do you encourage it?

Participative 44

Participative Blog Follow-up Learning-by-Doing 44

You're Not the Boss of Me

NOVEMBER 14, 2010

They will find ways to work together and to include us all by demanding our participation in building something else, something better…just like Norma Rae did. If we choose not to participate, we lose our right to complain about how things are. Announces Social Media, Branding & Diversity Strategies" by @ bizshrink.

Blog 46

Blog Policies Learning-by-Doing McCarthy 46

You're Not the Boss of Me

MAY 16, 2010

Participate in the conversation In my experience, people who say nothing during a session that includes personal feedback can have plenty to say when the session is over, and to people who can only serve to commiserate. Participating in the conversation means asking questions.

Blanchard 42

Blanchard Blog Learning-by-Doing Open-book 42

You're Not the Boss of Me

MARCH 28, 2009

You can share the “Abilene Paradox&# anecdote with meeting participants before a meeting actually starts. This, in addition to establishing other operating principles for the time participants are together, makes for an environment where people can feel comfortable speaking their minds.

Abilene Paradox 40

Abilene Paradox Blog Long-term Project 40

You're Not the Boss of Me

FEBRUARY 26, 2009

Gibbs steps back and participates with the team. Announces Social Media, Branding & Diversity Strategies" by @ bizshrink. To me, there are no grand gestures, only a simple acknowledgement, in a lot of little ways, that the leadership has shifted from one person to the other. There is no fanfare or great speech.

Blog 40

Blog McCarthy Brand Leadership Styles 40

Harvard Business Review

MAY 11, 2018

This moves us away from the tendency to hire people who think the same and towards a company built on diversity of backgrounds, perspectives, and ideas that complement culture while also enriching it. Are meeting participants expected to be collaborative and consensus-driven, or is some conflict OK? Strategy and goal setting.

Teamwork 15

Teamwork Consensus Attrition System 15

You're Not the Boss of Me

APRIL 4, 2010

Of course there is a growing trend now toward “ engaging ” employees so that their level of participation and meaningful contribution will increase happily for both the organization and the people who work in it. Announces Social Media, Branding & Diversity Strategies" by @ bizshrink. I happen to like that notion very much.

Leadership 41

Leadership Blog McCarthy Trends 41

You're Not the Boss of Me

DECEMBER 1, 2009

I think that if you were to attend and participate in your tournament on Thursday, those who admire you will think all the better of you for the courage it took to show up. Announces Social Media, Branding & Diversity Strategies" by @ bizshrink. They don’t follow you because you are perfect.

Follow-up 43

Follow-up Letter Blog McCarthy 43

You're Not the Boss of Me

JUNE 29, 2009

There are many advantages to democratic workplaces, not the least of which are that they appear to be magnets for skilled, talented and diverse pools of people. Org Democracy efforts are similar to but don’t always embrace feminist management perspectives and what we’ve learned from the diversity/inclusion movement.

System 43

System Blog Diversity Operations 43

You're Not the Boss of Me

JUNE 8, 2009

On meeting them I began to realize why I might have been chosen to participate. Announces Social Media, Branding & Diversity Strategies" by @ bizshrink. I was very surprised to receive the invitation because as a fairly junior personnel assistant, it was a bit of a lofty thing to happen for me.

Examples 48

Examples Bottom-up Long-term Influence 48

You're Not the Boss of Me

APRIL 25, 2010

Brave soul replied, “I’m pretty sure that’s what they want too but the affect your body language and behaviour has on the team makes it difficult for them to participate” Unconvinced but intrigued now, the Boss said, “Okay then, tell me more” “Well, when you came into the room this morning, you didn’t acknowledge anyone. Don’t they get that?”

Self-aware 40

Self-aware Management Blog Open-book 40

You're Not the Boss of Me

MAY 11, 2009

It means not only delivering tough messages personally but staying around to respond to difficult questions and participating in the process of making hard and sometimes upsetting transitions. Announces Social Media, Branding & Diversity Strategies" by @ bizshrink.

Delegation 40

Delegation Crisis Blog McCarthy 40

You're Not the Boss of Me

JUNE 1, 2009

They make us want to participate. Announces Social Media, Branding & Diversity Strategies" by @ bizshrink. Remembering details, like people’s names, may seem like a small thing when we have so many other things competing for our time and attention. But simple acts of acknowledgement are very powerful.

Blog 40

Blog Reference CEO Audience 40

Harvard Business Review

AUGUST 29, 2016

but you should make time to do things like participate in their team meetings, watch them give feedback, or conduct job interviews. If you participated in a class that you found particularly helpful, suggest that your managers do the same. Also, don’t wait for your annual performance review to ask for input.

Management 13

Management How To Report Learning-by-Doing 13

Harvard Business Review

AUGUST 10, 2017

Since then, we’ve received over 7,000 responses from a diverse group of participants. budgeting, goal-setting, performance reviews) to be “very helpful.” Here are our initial takeaways: The blight of bureaucracy seems inescapable. Less than 40% of respondents found typical bureaucratic processes (e.g.

Bureaucracy 8

Bureaucracy Survey Politics Consensus 8

You're Not the Boss of Me

MARCH 8, 2010

An employee survey is the ONLY method of collecting numerical data in this area, of doing so confidentially, of giving everyone a chance to participate (100% “census&# ) and of giving an organization a chance to compare to previous results or to look at quantitative diferences between groups.

Survey 40

Survey Human Resources Blog Learning-by-Doing 40

Harvard Business Review

SEPTEMBER 13, 2016

During performance reviews, we found that the highest marks were given to employees who fit a narrow definition of leadership that tended to reflect a highly visible style. Terms such as “crushes it” and “kills it” were used to describe top performers. He is quick; she is agitated.”

Focus Group 8

Focus Group Skills Technology Review 8

Harvard Business Review

DECEMBER 16, 2014

To address the bad-match risk, we used our performance-review process to assess the strengths, personalities, and developmental needs of the 10 employees we had selected for the program and used that data to pair each employee with a board member. They also absorbed new technical knowledge from these savvy employees.

Mentor 9

Mentor Learning-by-Doing Self-aware Report 9