Recently I was talking with two executives about our approach for an upcoming leadership team retreat. We discussed their retreat objectives, possible agenda items, pre-assessment options, and who would participate. They’d recently brought together four departments into one service organization. They talked about rebuilding their organization structure and how to “fit the puzzle pieces together.” […]Read post »
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Tagged with 'performance management systems'
Research by Marie-Hélène Budworth, assistant professor of Human Resource Management at York University, shows that managers giving feedback to staff changed their performance 1/3 of the time, had no effect another 1/3 of the time, and actually reduced performance 1/3 of the time. What if a medical treatment was only effective 30% of the time […]Read post »
A recent study by the International Coach Federation showed that strong coaching cultures are correlated with much higher financial performance. Companies with an above average coaching culture showed revenue 19% higher than all others in their peer group. At last July’s leadership summit Kathleen Stinnett delivered a keynote presentation on How to Create a Coaching […]Read post »
Decades of research shows that many leadership development programs have little impact on creating lasting behavior change. Sometimes called “spray and pray” or “sheep dipping,” many efforts provide one-off learning or development events in the hope that something will stick. With weak follow through and little connection to daily work life it rarely does. Decades […]Read post »
Fixing weaknesses is so deeply ingrained in our practices and beliefs. When coaching or having performance discussions with a team member, most leaders will quickly gloss over strengths to address “improvement areas.” After reading How to Be Exceptional: Drive Leadership Success by Magnifying Your Strengths, Janet Pierce, Vice President of Education for Certified General Accountants […]Read post »
Kevin Wilde is Vice President of Organization Effectiveness and Chief Learning Officer at General Mills. Since joining in 1998, the company’s been consistently recognized for its innovative development work, highlighted by Fortune’s #2 ranking as one of the best companies in the world at leadership development, Leadership Excellence magazine ranking at #1, and Training magazine’s […]Read post »
“I’d like to give you a little feedback” sends shivers up the spine of many people. Sometimes prefaced by a cursory point or two on our strengths or what we did well, most of the feedback centers on what we’ve done wrong or on fixing our weaknesses. Rather than benefiting from the power of feedback, […]Read post »
Most progressive organizations today are using leadership competency models to outline the key skills and behaviors they want to see in their supervisors, managers, and executives. Leadership competency models can provide a structured framework for defining and developing those behaviors that have the biggest impact on an organization’s performance. Used effectively, they become a roadmap […]Read post »
Managers are constantly looking for ways to “motivate” team members. This has led to an endless search for the right combination of carrots and sticks. These often include financial incentives, reward programs such as travel, merchandise or public recognition, punishments, and performance management systems. These approaches can be motivating or manipulative depending upon whether they […]Read post »
I’ve written quite a lot about coaching as a central leadership task. The CLEMMER Group is getting ever deeper into developing and delivering customized coaching workshops, competency models, performance management systems, and the like. I have over 300 citations, quotations, and research papers filed under coaching in my research database. Here are a few: “You […]Read post »
A member of a group I belong to on LinkedIn sent me this request: “I have a presentation to an executive team for a company that provides medical garments to outpatient facilities throughout the US. I will be helping the Organization Development manager make a business case for leadership and culture development. I’m going to […]Read post »