HR Digest

MAY 17, 2024

Transformational change, on the other hand, encompasses larger-scale, complex initiatives that fundamentally alter the way the organization operates, like expanding into new international markets or launching a new business arm. Change management begins and ends with HR.

Management 64

Management Agility Training Policies 64

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

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. Transforming your purpose statement into action.

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

Great Leadership By Dan

MAY 3, 2012

Guest post by Great Leadership regular contributor Beth Armknecht Miller: The Top 5 Leadership Mistakes: which one would your team members say you make? And for innovative ideas on moving away from the traditional performance review feedback, read an article from Daniel Pink: [link]. Failing to Define Clear Goals.

Motivation 275

Motivation Goal Crisis Fashion 275

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

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. PHOTO: 3M.

Human Resources 132

Human Resources Focus Group Crisis Definition 132

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

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. Just Ask” Leadership isn’t simply about asking more questions; it’s about asking more and better questions. He or she is asking questions.

Management 79

Management Executive Coaching Leadership Strategic Planning 79

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). Like a lot of things in life and in leadership, coaching others well isn’t easy and it isn’t quick.

Short-term 196

Short-term Long-term Skills Blog 196

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

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. Quotes on community stewardship, leadership and related topics. Helping others.

Strategic Planning 51

Strategic Planning Planning Ethics Learning-by-Doing 51

HR Digest

MAY 14, 2024

Succession Planning : Preparing for future leadership needs to ensure long-term stability. Vision, Strategy, and Leadership Vision and Values : Establish clear business visions and values to steer HCM efforts. Leadership : Senior HR leaders or C-suite executives spearhead HCM initiatives, setting up essential processes.

Human Capital 52

Human Capital Management Technology Efficiency 52

Harvard Business Review

JANUARY 17, 2012

Multicultural leadership involves deep immersion within different cultures to understand their values and specific context. This immersion unlocks insight into how to best reach customers, inspire employees, and drive organizational performance in geographies outside one's "home base." When executed well, the results are astonishing.

Competitive Advantage 15

Competitive Advantage Leadership Telecommunications Talent Management 15

Harvard Business Review

MAY 6, 2016

Although the core ingredients of leadership are universal (good judgment, integrity, and people skills), the full recipe for successful leadership requires culture-specific condiments. In other words, good leadership is largely personality in the right place. What makes a great leader? Decision Making. Decision Making.

Leadership 8

Leadership Leadership Styles Consensus Cooper 8

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

Harvard Business Review

JANUARY 18, 2012

Recognizing that the company's command-and-control culture wouldn't work in the 21st century, he defined leadership as leading by values and created a unique collaborative organizational structure. Executing this strategy required seamless integration of IBM's product capabilities with its geographic reach. Pragmatism. When the U.S.

Globalization 15

Globalization Golden Parachute Short-term Long-term 15

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

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

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. Clear your mind from stereotypes.

Organization 251

Organization How To Mentor Performance Review 251

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

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 15

Positioning Career Execution Project 15

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 15

Operations Chemicals CEO Metrics 15

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 10

Organization Tactics Call Center Metrics 10

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. As a consequence, quick wins may soon be undone, or they may beget new leadership problems. HBR Staff/Clare Jackson/EyeEm/Getty Images. The New Leader Who Starts Too Fast.

Supply Chain 10

Supply Chain CEO Kahneman Self-aware 10

You're Not the Boss of Me

MAY 5, 2009

upon a time, I worked with banking executives. Reply Paimeiitguy May 7, 2009 at 9:54 am Hi there, Came across your post by way of Wally Bock’s Three Star Leadership Blog. They were all very good, smart people with a wide range of talents, skills and personalities. Great post! Thanks for your usual thoughtful comments.

Delegation 45

Delegation Blog Wilde Learning-by-Doing 45

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

DECEMBER 19, 2016

Instead, chief executives are often presented with two “right” answers, but one is slightly worse. Pursuing cost leadership versus differentiating for value. Leadership is changing — fast. implement frequent, rapid, project-specific evaluations instead of annual performance reviews).

CEO 8

CEO Supply Chain Disruptive Innovation P&L 8

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

JANUARY 4, 2018

As an organizational psychologist and executive coach, I’ve had a ringside seat to the power of leadership self-awareness for nearly 15 years. Our interviewees included entrepreneurs, professionals, executives and even a Fortune 10 CEO. (To We are better workers who get more promotions. Coauthors on this work are: Haley M.

Self-aware 20

Self-aware How To Learning-by-Doing Participative 20

Harvard Business Review

SEPTEMBER 13, 2017

While many authors have written about the concept of servant leadership, one of the best definitions still comes from Robert Greenleaf , who originally coined the phrase in an essay published back in 1970. At annual performance reviews: What did you most enjoy working on this past year and why?

Servant Leader 8

Servant Leader Greenleaf How To Kaplan 8

Harvard Business Review

APRIL 3, 2013

For a senior executive I'll call Karen, one of those defining moments came most unexpectedly when her boss tried to give her a one-line performance review for the third year in a row. Somehow, amid the pressures to meet operational goals and balance budgets, she had failed to notice the full implications of that shift.

Compliance 8

Compliance Project Performance Review Executive Coaching 8

Harvard Business Review

AUGUST 15, 2016

The linked system allowed for more insight into customers, and managers could use the information to coach employees, to assess whether they had the right tools and resources, and to identify people with innovative ideas and leadership potential. The Common Myths About Performance Reviews, Debunked. You and Your Team Series.

Survey 8

Survey Retail System Automotive 8

Harvard Business Review

JUNE 15, 2015

Leaders who successfully implement unlimited vacation policies operate in companies that are already high in trust. That way the message is clear that taking vacation won’t hurt your performance review or career prospective.

Company 8

Company Policies Game Theory How To 8

Harvard Business Review

JANUARY 16, 2017

When an organization fails because of executive malfeasance, it generates a lot of attention. Competence collapses when executives take on problems beyond their capabilities. Their operating environment changes in a way they don’t recognize, or they take on a project that they believe is within their capability but isn’t.

Company 8

Company CEO Finance System 8

N2Growth Blog

MARCH 23, 2010

Posted on March 24th, 2010 by admin in Miscellaneous , Operations & Strategy By Mike Myatt , Chief Strategy Officer, N2growth Is the customer really always right? Much like you have performance reviews for your employees you should conduct an analysis of how your customers are performing.

Blog 345

Blog Brand Cost Bottom-up 345