An organization and website fully built around expanding your organization and talent’s capability and capacity.
All in Performance
July 26, 2021 is the Americans with Disabilities Act’s 31st anniversary. In honor of the ADA anniversary, we are donating all profits from our Lead Where You Are book and eBook to The Arc from July 14th-31st.
If you want better employee engagement, what a better way than to engage your employees. And with the future of performance being a network of engagement and performance teams that form, perform and reform as needed to deliver results, it is key to have a model that provides a framework for team success from inception to disbanding.
Engagement is a by-product of an enhanced performance environment, an effective employee communications strategy, and a transparent, team-oriented work environment and culture.
Each of us can proactively move from waiting for those leader-led semi- or annual performance reviews to highly effective and targeted continuous performance connections by using a simple 3 I framework to focus and account for your performance actions, activities, and results: Initiative, Influence, and Impact.
The traditional career path of linear career progression continues to be disrupted and evolve. For decades, employees looked to their employer to develop them and provide career advancement opportunities. If they completed required in-house training courses each year and paid their dues by doing what management asked, employees could follow a [fairly] predictable career path.
The old performance management model of the manager setting goals, establishing expectations and giving semi- and or annual performance reviews with little or no feedback along the way is an ineffective performance model. True performance is all about clarity, alignment, action and feedback.
