It’s time for organizations to develop new models, especially amid the rise of agile and self-managing teams.
To make a real impact on performance, you have to work at the system level.
Leaders today need to revisit an overlooked skill: asking questions.
Research shows that constructive feedback is more effective when you say your good intentions out loud.
Traditional change management process won’t cut it.
Many organizations are underinvesting in managers’ leadership potential.
Compassion for workers, while very important, is not enough; companies must arm managers with the tools they need to fairly and effectively adjust performance expectations within their teams.
Individual contributors should be assessed based on the extent to which their work contributes to team goals that add real value to the company and its customers.
Try these questions to take your performance improvement conversation to the next level.
Micromanaging is just the beginning of going overboard. Try a few of these suggested alternatives to engage your workers.