Talent Management Gone Wrong

castle_in_cloud_400_clr_13933Once upon a time, there was a young man who was searching for a career.  Like many young people, his early jobs took him on a circuitous route, and ultimately landed him in the field of telecommunications.   He lucked into an entry level position in a Fortune 100 organization and learned the ropes. Twenty years later, he is still at that organization, now managing other eager young people.

Three years ago, his boss told him, as part of his performance review, that he was a “high potential” and placed him into an organizational leadership development program to prepare him for the time that he would become a Director, and enter the executive ranks. (more…)

How to Design the Perfect Performance Management Process

It isn’t a trick.  Really.

group_running_to_target_400_clr_11135Okay, well “perfect” may be a bit strong, but it is possible to design a performance management process that fits your organization and your culture.

Despite all of the negative press that performance management continues to receive, it is actually an important process for organizations, their employees and their leaders.  If effective, it can measure and improve performance at the individual, team and organizational level.  It can build a relationship of trust and confidence between the manager and the employee.  And it can provide the developmental feedback that employees crave. (more…)

“Tough Love” in the Workplace

getting_on_the_same_page_400_clr_12654Frank Sonnenberg wrote a terrific blog post recently on “Tough Love.”  His context was parental responsibility and his descriptions of common scenarios that occur when parents don’t set strong parameters for appropriate behavior would make conscientious parents squirm.  His premise is that if parents don’t set boundaries and hold children accountable for operating within those boundaries, the children don’t learn right and wrong.  They don’t learn how to behave properly, and in turn misbehave.

What do you think?  Does this have relevance to the workplace?  I think that it does.

As leaders, we may have the same reluctance that parents have to set parameters and provide feedback for fear that we will be resented or worse, not liked.  What’s interesting about Sonnenberg’s post, and I believe it works the same for leaders is – being liked isn’t (or shouldn’t be) part of the equation. (more…)