Humans aren’t always wired up to Get Things Done. In the swirl of daily life, we need a way to remember which things really matter.
About Laurie Ford
This author has yet to write their bio.Meanwhile lets just say that we are proud Laurie Ford contributed a whooping 165 entries.
Entries by Laurie Ford
Ever have someone try to tell you the Right Way to do something when you’ve already made up your mind what to do? A few ideas on how to end those conversations, and maybe prevent their arising again.
Top executives, middle managers, supervisors, and worker-bees: they live in different worlds and have different purposes. How to create better alignment? Here’s an idea for a productive framework of communications.
Employee engagement means communicating what you want them to be engaged in. What is the goal they are working toward? Are they making progress? What is the “accomplishment of the month”? If people are disengaged at work, it’s a clue that there’s not much available to engage in.
People stop paying attention to an overload of changes at work – unless you take the time to debrief the progress of the change now and then. It begins to look like a swirl of pointless activity until someone says, “Hey! We cut our backlog in half!” Or, “We just saved X dollars on transportation and distribution!” Closure conversations are worth mastering.
Do team meetings “develop people” as well as 1-on-1 meetings? Opinions differ, as different managers approach “performance management” in their own way.
A friend asked me about “servant leadership”. So I looked it up. No thanks. I’ll stick with managing agreements and engaging people in accomplishing our goals and projects.
The work of managing performance is simple and specific. That doesn’t mean it’s easy to make time for that work, or that it is the most fun part of a Manager’s job. But it IS part of the job.
I’ve often said that “Leaders speak the future – Managers make it happen.” In writing a recent paper, and reviewing a client’s organization change project, that became even clearer. Change leadership and change management really DO need to be two different things.
Private conversations are useful in the workplace for some things, like hiring or re-positioning someone. But performance conversations – agreements for what people will deliver – are best done by the group. It builds teams, increases integrity, and improves “delivery performance”.