There is something happening more and more today that just has got me fired up, the lack of personal accountability or responsibility. I don’t know if I am more sensitive to it or just that the frequency of the occurrences have increased. Either way, I am sick and tired of witnessing this. How about you? [...]
Posts Tagged ‘performance management’
What – No Personal Responsibility?
April 27th, 2010 
Steve 
Posted in Observations 
Tags: accountability, fear, motivation, people, performance management, trust 
1 Comment »Judgement Error’s
January 22nd, 2010 Steve Awhile back, I wrote about the project that just never ends. The other day, I got the news that it is in hibernation and will be coming back in 2011. This got me thinking about all the time that was spent and all the time that gets spent on projects or work that amounts to [...]
Posted in Leadership, Leading Teams, Observations Tags: goals, Leadership, Leading Teams, people, performance management No Comments »How Do You Influence?
September 10th, 2009 Steve As many can tell from many of my posts, my career has been mostly as a manager. I have a somewhat easier route to influencing my direct reports. I’m the manager who coaches and mentors his employee’s. I’m the manager that writes and determines their compensation. I have more direct connection to my employee’s. Influencing [...]
Posted in Leadership Tags: challenges, Leadership, Management task cycle, managing, performance management, trust No Comments »Strengths Based Management
July 22nd, 2009 Steve Over the my many years, I have been very fortunate to try different management techniques, fads or whatever is hot now. Many of them, were employer recommended or part of my mandatory training. From just about everyone of them – I have taken some nuggets that help shape my management style. Over a year [...]
Posted in Leading Teams Tags: coaching, Leading Teams, managing, performance management No Comments »Next Up – The Difficult Employee
July 9th, 2009 Steve My last post was about how to deal with the difficult or overly demanding manager – when is enough, enough. Sticky situation all the way around. The more common situation is how do you manage difficult people. As a manager for quite sometime, I have come across a few of those folks. Some that [...]
Posted in Leading Teams Tags: coaching, Leading Teams, managing, performance management, performance planning 1 Comment »Performance Appraisal: Documenting the Year in Review
May 28th, 2009 Steve Performance appraisals, performance reviews, appraisal forms, whatever you want to call them, I’ll use appraisal. I’m not sure if it has been the 27 years of writing these for my team or having one done about me, but I think the appraisal is a necessary part of the whole process. Yearly also seems to [...]
Performance Management: The Meat, Performance Coaching
May 27th, 2009 Steve This next step,to me as a manager, is the most critical. It is the performance coaching aspect of the whole performance management cycle. This becomes the year round work! All of the foundation work in the planning phase has gotten you started. What’s next? You spent all that time working on the deliverables, coming [...]
Performance Management: Step 1 – Planning
May 26th, 2009 Steve Effective performance management requires a solid collaboration between the manager and the employee. Much of the work is on the manager to start, but quickly moves to the employee to deliver. This is the first post, in a series of three on performance management, the beginning – performance planning. Performance planning comes in many [...]
Posted in Leading Teams Tags: goals, managing, performance management, performance planning No Comments »Performance Management – The Series
May 25th, 2009 Steve This week, I am planning on discussing the overall topic of performance management. Some folks feel this is a subject that is extremely important, but gets little attention. For me, this is where a great manager separates from just a good manager. Wikipedia’s definition of Performance management is the process of assessing progress toward [...]
