Comments for For Progress, Not Growth

Comment on Hidden Leadership Lesson #31 by mysalestrainingtips

mysalestrainingtips — Tue, 07 Feb 2012 16:20:55 +0000

Being happy at work is also a key component of employee engagment. It is the manager who must ensure that this happens.

Comment on The Courage for Leadership to Emerge by Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth

Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth — Sat, 04 Feb 2012 18:49:21 +0000

[...] We are left only to wonder, have those in management the courage for leadership? [...]

Comment on Essence of Leadership by Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth

Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth — Sat, 04 Feb 2012 18:49:17 +0000

[...] To manage an organization as if everything is linear and summative is synonymous to managing to make the organization dysfunctional and its performance suboptimal. Obviously creating an environment wherein self-interested behavior is encouraged—wherein either/or thinking reigns supreme and both reductionism and individualism are embraced—is antithetical to realizing a quality producing wholesome system. Managing in a way that turns interaction into transaction reflects a superficial understanding of what it means to lead. [...]

Comment on Superficiality Won’t Suffice by Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth

Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth — Sat, 04 Feb 2012 18:49:14 +0000

[...] producing wholesome system. Managing in a way that turns interaction into transaction reflects a superficial understanding of what it means to [...]

Comment on Reductionism Can Reduce Everything by Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth

Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth — Sat, 04 Feb 2012 18:49:10 +0000

[...] wherein self-interested behavior is encouraged—wherein either/or thinking reigns supreme and both reductionism and individualism are embraced—is antithetical to realizing a quality producing wholesome [...]

Comment on Either/Or Thinking by Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth

Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth — Sat, 04 Feb 2012 18:49:07 +0000

[...] Obviously creating an environment wherein self-interested behavior is encouraged—wherein either/or thinking reigns supreme and both reductionism and individualism are embraced—is antithetical to realizing [...]

Comment on The Spirit of Quality by Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth

Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth — Sat, 04 Feb 2012 18:49:03 +0000

[...] to the amount of material gain it brings or to an abstract measure—when ends supplant means—the quality of people’s work, and that of the organization, [...]

Comment on A Matter of Results by Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth

Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth — Sat, 04 Feb 2012 18:49:00 +0000

[...] concern since ‘me’ looking good is ‘my’ primary concern—that’s what’s measured. Results matter and what I do for ‘me’ to get those results is what matters—in the end it’s about ‘me’ [...]

Comment on Organizing for Learning by Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth

Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth — Sat, 04 Feb 2012 18:48:57 +0000

[...] Yet some might argue that if “is a team player” (or something similar) is among the criteria in the appraisal then this would promote cooperation and teamwork. We mustn’t forget that an individual’s performance can’t be known because it is the result of the interaction of many factors—the system itself, the materials provided, the management provided, the equipment provided etc. Adding a measure such as ‘is a team player’ doesn’t make the unknowable known and it doesn’t enable control of what is desired. A reasonable person would agree that because organizations are human activity systems that depend on cooperation and collaboration among its members, performance is neither summative nor reductive—it is emergent. Thus it is not the criteria of appraisal that affords synergy it is the organization’s design and system of management. [...]

Comment on Replace Performance Reviews with Leadership for Quality by Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth

Performance Appraisal: Pathway to Mistrust « For Progress, Not Growth — Sat, 04 Feb 2012 18:48:54 +0000

[...] relationships—cooperative and collaborative relationships—among people. As explained in a previous post, performance is an emergent property of a system; it is a function of the interaction of the many [...]