The end of March is the first big milestone of the business year. It’s time to run your first in-depth check-in with your team, as a group and individually, to realign purpose and energy with your goals. Here are some areas of focus for your discussions as you work together to plan out a highly productive second quarter of 2018.
Performance reviews are only effective if the review process is continuous. One annual, HR-mandated official review is a useless exercise unless it merely the capstone of a year-long process of feedback and development. July is a great time to start that ongoing process. Let's explore a few ways to get started.
Halogen Software Feedback Central provides sample comments to aid floundering managers in completing preformance reviews. We think this fixes a symptom rather than the deeper problem: The boss' lack of engagement with the employee development process. If you need help writing comments, you haven't been keeping up with your employee's progress! Click through for a fuller rant on "sample comments."
Do you embrace change? Do you seek new ways to get stuff done that shake up the status quo? If so, you may be a precious asset for your organization, because a high comfort with change and disruption allows fresh ideas to blossom and get a chance to prove themselves.
We are pleased to have a new article accepted by eZineArticles.com, on the topic of Accelerative Learning. This training facilitation methodology really captures the best of decades of corporate training philosophies, and we are excited to share our perspective on it.
The evidence is strong that being authentic in both spheres of your life allows you to move seamlessly between them. The recent unfortunate fall from grace experienced by Gen. Petraeus is just one strong example of how you must live both parts of your life the same way: Failures and foibles in one part can have unpredictable but destructive effects on how well the other part goes. Today, you must adopt the mindset that you cannot keep your professional and personal lives separate.
A recent article in the Economist highlighted the trend towards formal online social networks within organizations to facilitate employee collaboration and productivity. These new tools have potential, but will only work if the organization focuses energy on developing the skills and habits that employees need to make productive use of these intra-company tools.
Bad bosses come in lots of flavors, but there are certain types we find consistently in our human development work. We have decided to put some labels on these bad-boss incarnations to make them a little easier to understand. And if you can add to the list, be our guest.
We found a recent HR column on About.com very engaging about bad bosses and their bad habits. We decided to have some fun creating labels for different types of bad bosses. See what you think, and make up some of your own in the comments section!