Performance Management is really important but no amount of process will make the right conversations happen. Managers need to be equipped to have great conversations with people. These role-plays present a scenario that managers need to be able to handle.
There are a myriad of articles, blog posts and research reports suggesting that performance management is broken. Something that is of vital importance to people and organisations is often done quite badly. There is a need to do something and to do it well but no amount of process will make it work well.
One of the really simple, but powerful, things we can do to help people’s wellbeing and resilience is to make sure that they have a great support network, giving them the opportunity to have quality conversations about how they’re doing.
Despite an ever-increasing pace of change, we seem to be bad at delivering change and re-organisations often seem to focus on the things that aren’t broken, avoiding the fundamental problems. We need to get better at deciding what to change.
Many organisations are struggling with a leadership skills crisis and yet aren’t doing the right things to help leaders flourish. We need to create the right culture and then support leaders in the right way, recognising that there is not ‘one size fits all’ model of leadership.
There is a time for expansive, creative thinking. And there is a time for editing, for removing things. Sometimes, less is more. Noise detracts.
The first episode of a podcast, introducing this experiment to showcase successful people, interviewing them about their strengths and weaknesses and how they show up as their authentic and resilient self.
Some reflections and the story of the 2nd #connectinghrMCR
The habit of identifying 3 Good Things each day is a powerful habit from Positive Psychology and can be impactful. This post details a simple way to extend the habit into something that has much greater impact.
The benefits of doing what you’re best at and playing to your strengths are significant. There are, however, some situations in which I believe it is OK to play to your weaknesses and this blog posts looks at those situations and how you might cope with them.
Exploring the statement in The Kingfisher Coaching Manifesto; ‘Each and every day, do what you’re best at. Play to your strengths and value other people for theirs. Everyone shines given the right lighting.’ and asking whether you’re doing what you’re best at.
A video (and some thoughts) on a recent Talks@Google on “Embracing Life: Saving Babies through Design Thinking”, looking at how design thinking (an innovation process) can be used to do something about seemingly insurmountable problems.