Ah the annual performance appraisal! Let’s deconstruct this. Annual means every year. Performance means accomplishment. Appraisal means offering a judgment on the value of something or someone. So the annual performance appraisal is a yearly judgment of another person’s value to the organization.
Posts Tagged ‘organizational design’
Facilitate Performance, Don’t Appraise It
Posted in Leadership, Management, partnership, Progress, Quality, tagged Development of Self, human spirit, Leadership, Learning, management, organizational design, partnership, Progress, Quality, relationships, Systems Thinking on March 11, 2012 | 2 Comments »
Performance Appraisal: Pathway to Mistrust
Posted in Leadership, Management, partnership, Quality, Relationships, tagged Culture, Decision-making, human spirit, Leadership, Learning, management, organizational design, partnership, Progress, Quality, relationships, Systems Thinking on February 4, 2012 | 3 Comments »
Robert Galford’s HBR Blog Network article, “How to keep your cool during a performance review” suggest there is a widespread abhorrence and likely fear of the annual performance review. To make what is often a not-so-good experience better Robert offers four tactics: relax; prepare yourself to hear one or more unexpected ‘somethings’; if you don’t [...]
Hidden Leadership Lesson #31
Posted in Leadership, Management, Quality, tagged Culture, Development of Self, human spirit, Leadership, Learning, management, organizational design, Quality, relationships on January 14, 2012 | 1 Comment »
Those in authority can provide leadership experience to people in their organization by striving to provide them the opportunity to realize joy in work. Accordingly, in a New York Times interview, Ori Hadomi (CEO of Mazor Robitics) asserts, “It’s important that people are happy in what they do. I believe my role is not to [...]
Retaining Talent
Posted in Leadership, Management, partnership, Quality, Relationships, tagged Development of Self, human spirit, Leadership, management, organizational design, partnership, Progress, Quality, relationships, Systems Thinking on January 3, 2012 | 1 Comment »
In a Forbes.com article Eric Jackson presented the following top ten reasons why large companies fail to keep their best talent.
The Gravity of Vision
Posted in Leadership, Relationships, Systems Thinking, tagged human spirit, Leadership, Moral Values, organizational design, relationships, Systems Thinking on October 26, 2011 | 5 Comments »
The Gravity of Vision In our universe what keeps things together? In a general sense what brings chaos to order? Gravity. For without it every person and thing would be cast into space, floating aimlessly, making for quite a chaotic existence. If not for gravity then nothing would be at rest on earth. Moreover this [...]
Hidden Lessons in Leadership #29
Posted in Leadership, organizational design, Quality, Relationships, tagged Culture, human spirit, Leadership, Learning, organizational design, partnership, Quality, relationships on September 24, 2011 | Leave a Comment »
In a New York Times interview Andrew M. Thompson, co-founder and C.E.O of Proteus, spoke about how he advances the capability of his company by creating and maintaining what he calls “ a leadership culture as opposed to a management culture.” As Andrew noted, “culture in our company is a really big deal, and we [...]
Mistaken Solution
Posted in Leadership, Management, organizational design, Problem Solving, Systems Thinking, tagged Decision-making, Leadership, Learning, management, organizational design, Quality, relationships, Systems Thinking on August 26, 2011 | Leave a Comment »
A story told by Jay Goltz to illustrate his strategy for learning from mistakes highlights common errors that many business managers and owners commit. Though Jay’s story takes place in one of his small businesses these errors are indeed common and committed regularly by managers in both small and large companies.
Reductionism Can Reduce Everything
Posted in Problem Solving, Systems Thinking, tagged Complexity, Decision-making, management, organizational design, Problem Solving, relationships, Systems Thinking on August 7, 2011 | 4 Comments »
What is reductionism? It is the theory and practice of solving problems by placing attention on its simpler constituent parts or components. In other words, solving problems of the whole—which can be quite complex—can be realized by attention to the most important constituent—the one cause or the one outcome—of the whole. Moreover this approach to [...]
Lean Understanding
Posted in Quality, Systems Thinking, tagged Business of business, Critical Thinking, Leadership, Learning, management, organizational design, Problem Solving, Progress, Quality, relationships, Statistical Thinking, Systems Thinking on May 8, 2011 | 2 Comments »
It is estimated that about 70% of organizations initiating lean programs don’t realize the promised or anticipated success. So it would seem that either lean is a bad idea or lean is not properly understood. Given Toyota’s notable success, I think we’ll go with the latter!
Hidden Lessons in Leadership #23
Posted in Leadership, Management, organizational design, Relationships, tagged Development of Self, human spirit, Leadership, organizational design, partnership, relationships, Systems Thinking on April 10, 2011 | 3 Comments »
With technology begetting more technology, innovation appears to be increasing at an increasing rate. Consequently in many industries, if a business is not cutting edge, it may not be too long before it fails to make the cut. Accordingly business managers/leaders have a corresponding need to foster creativity within the organization toward realizing more innovation [...]
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