Performance reviews have always been a bugbear for many organisations and a challenge for many managers. In recent years, organisations have disconnected the development conversation from the annual pay and reward rounds and some are even moving away from performance ratings with a view to making the conversation less about ‘the rating number’ and more about development. Whichever way you do it, the challenge is always how well the managers deliver when they conduct a session.
Often when a team member announces she is pregnant, the onus is on her to manage her exit and then, all going well, her return. By breaking this transition down into three key phases, we help mothers and their managers approach this stage from both angles. If you imagine a three legged stool, one is… Read more
Angela was an intelligent, creative dynamo. If something needed to be done, done right and done quickly, Angela was the person to ask (if you could get hold of her as she was always busy). But for all her busy-ness she didn’t seem to be making actual progress. For all her super powered ass-kicking she… Read more
A board colleague of mine recently commented that ‘Leadership roles are so much harder these days’ to general agreement around the table. Its one of those things that everyone knows isn’t it. Afterwards I found myself querying the view and asking why she thought that was the case. Everything she listed was in existence when… Read more
People who are strongly guided by their desire to keep moving forward can have very strong expectations of themselves. Again, a leader that has no expectations of themselves? Someone who doesn’t hold themselves accountable or responsible? Yup, that’s not a leader. But people with ‘very strong’ expectations of themselves can only notice what they didn’t achieve, and are overly hard on themselves when they don’t meet those ‘high bar’ expectations. There is little long term motivation from only seeing your failures.