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360 DEGREE FEEDBACK

Exposing the Truth About 360 Degree Feedback - Part 2

Part 2 - The Dark Side of 360 Read Exposing the Truth About 360 Degree Feedback - Part 1.
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360 DEGREE FEEDBACK

Exposing the Truth About 360 Degree Feedback - Part 1

Part 1: The Positivist View Sadly….after all of this time…360 Degree Feedback is still misunderstood.
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PERFORMANCE MANAGEMENT

Executing Performance Goals - The Beginning of the End

The clock is ticking and as of now we’re keeping score. Yes, it’s September – the beginning of the end - your last shot at ensuring your team knocks out that bevy of performance goals before your manager and the entire senior leadership team weighs in on your departments’ 2012 performance.  
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PERFORMANCE MANAGEMENT

Calibrate, Don't Force in Employee Performance Management

What is Performance Calibration? Performance Calibration is a process in which managers (typically within a department or function) come together to discuss the performance of employees and achieve agreement on performance appraisal ratings. The process ensures:
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360 DEGREE FEEDBACK

360 Feedback - No Sweat....Even in this Heat!

The anticipation of 360 degree feedback can be pretty intense. If you’re like most of us, once you receive access to your feedback report you pour over every little detail. All of the strengths highlighted are of course nice to see, however despite the glowing feedback in some areas your eye still catches on the lowest ratings and you dwell on the sometimes achingly detailed written accounts of your shortcomings and development needs. It is human nature.
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SUCCESSION PLANNING

Limited Potential Does Not Limit Options - Use the 9 Box to Develop Talent in Succession Planning

Use the 9 Box to Develop Talent in Succession Planning, Part 3:  Development Actions for Those with Low Potential In the final installment of Use the 9 Box to Develop Talent I address the specific needs of individuals who demonstrate low potential.
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PERFORMANCE MANAGEMENT

5 Tips for Meaningful Mid-Year Performance Reviews

Welcome summer – the season of Mid-Year Performance Reviews! While companies do not always require a formal Mid-Year review process, many encourage some kind of performance check-in and/or discussion between employees and managers. Mid-Year Performance Evaluations are an identification of accomplishments and performance gaps for the first half of the year, and goal setting/planning for the remainder of the year.
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PERFORMANCE MANAGEMENT

Dread Performance Appraisals? Easy Does It with Ongoing Feedback and Coaching.

Real-time feedback changes the nature of ongoing coaching and makes the dreaded performance appraisal easier and more meaningful. As we approach the middle of the year, it is time to do a check on how well you have been coaching your direct reports thus far.  How many meaningful conversations or coaching sessions have you had with your team members over the last few months?  Are you satisfied with their performance?
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SUCCESSION PLANNING

Developing Future Promise - Use the 9 Box to Develop Talent in Succession Planning

Use the 9 Box to Develop Talent in Succession Planning, Part 2:  Developing those with Future Promise In Part 1 of Use the 9 Box to Develop Talent in Succession Planning: Development at the Top, I outlined a set of recommendations for development individuals who have been identified as having high potential - those individuals who would be placed in the top row of the 9 box grid. In this installment, I will examine those in the center - individuals who have demonstrated some future promise and have been deemed as having a moderate level of potential. Talent development as part of the succession planning process must be individualized to meet the unique needs of each leader.
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