Finding out where you’re doing well and where you’re failing is only fun when you have a convenient way to get more successful.
About Laurie Ford
This author has yet to write their bio.Meanwhile lets just say that we are proud Laurie Ford contributed a whooping 197 entries.
Entries by Laurie Ford
When people are invited to give feedback on their organization, be prepared to put that information to work – starting by scheduling a discussion with those people. This case is warming up to some really powerful results.
Step #2 in this case study shows how one manager learned the name – out of eight types of workplace problems – of the biggest problem he kept seeing in his organization. He decided to find out if everyone else was seeing the same thing. (Spoiler alert: they weren’t.)
A case study shows how one manager used communication assessments to see the problems in his regional offices. Five offices in five cities, no two working in the same way. He started by looking at his own communication habits.
What makes a good worker? Here is a collection of criteria from seven different types of organization, where Supervisors – not Managers – defined four levels of employees.
Don’t look for accountability in a person. Create the structures and agreements that support a shared understanding of Who is responsible for producing What results and When those results are due. Then establish regular meetings to update the status of those agreements and modify them as needed.
What is “performance management”? Tracking how many hours people are at work? Or tracking the results they produce? Hmmm. It’s easier to watch the clock than do the real work of managing performance.
Evaluating leaders for their “people skills” is not the same as evaluating their effectiveness. Being effective is not a personality thing.
We often make leadership sound like a lofty and desirable role, while making management sound useless and misdirected. Maybe we should think again.
Sometimes we are so sure we know what other people need and want that we don’t talk with them about it. We just go ahead and give them our solution, then wonder why they don’t appreciate it.