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SERVANT Leaders are Authentic – Acronym Model

Modern Servant Leader

The authentic servant leader is consistent in message and transparent in intent. Often, it is a strong message from the servant leader that makes it clear gossip and it’s cousin – dirty politics, are forbidden in their organization. A leader is often placed in a position of confidential information.

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Thanksgiving at the Office

Modern Servant Leader

Your performance review looked great as a result. The post Thanksgiving at the Office appeared first on Modern Servant Leader. Remember when she pushed you to meet that tight deadline that she committed you to? You worked hard, but met the deadline and the organization celebrated as a result. Thank you all.

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8 Steps for Dealing with An Underperforming Employee

Leading with Trust

Talking with team members about their performance challenges typically falls in the category of “least favorite” managerial tasks, along with things such as budgeting, attending all-day meetings, and completing performance reviews. Why do most leaders shy away from confronting poor performance head-on?

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Elsewhere for 4.8.11

LDRLB

Bret Simmons got busy this week reviewing recent research on servant leadership in two posts: More Evidence for Servant Leadership and Team Performance reviews a new study on servant leadership and team potency while Do You Work For a Servant Leader?

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Tough Love Performance Reviews, in 10 Minutes

Harvard Business Review

There’s growing evidence that conventional performance reviews are not working. According to a CEB analysis, organizations can only improve employee performance 3% to 5% using standard performance management approaches. As my company grew, I started seeing the issues with conventional reviews firsthand.

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Give Feed Forward, Not Feedback

Modern Servant Leader

An example of feedback would be: Aliyahis Michelle’s work team leader. During a quarterly performance review, Aliyahbrings up a meeting in which Michelle over promised a deliverable to their customer. The back is merely an indicator, brief example or a snapshot in time.

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External Hires May Highlight a People Development Failure

Modern Servant Leader

Assess Departure Risks Regularly: When conducting team performance reviews, assess which employees you believe are at risk for departure (hopefully few). Assess Growth Regularly : Make sure you always look at what you need in terms of additional staff in the next 6, 12, 18 & 24 months.