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At a recent networking event, someone asked, “Isn’t coaching only for underachievers/underperformers or people that are struggling?“

This question is a common misconception of what is coaching and who receives coaching. In actuality the opposite is true. Coaching is for high achievers and high performers that want to reach new levels of accomplishment or to get every bit out of life that’s possible.

Secondly, it’s unlikely that they are ‘struggling’ but might claim ...

Tags: coaching, development, engagement

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When you perform at your best, what is most likely to make you want to do it again?
McKinsey conducted a study in 2009 on financial and nonfinancial incentives; specifically looking at how effective they are and how frequently those incentives were used. Which were most/least effective? Which were most frequently used?
Here is the source article if you would like to go the article. I’ve taken the data presented in the article and created some visuals to help understand the impact of ...

Tags: culture, engagement, motivation, performance management

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In this post, a comparison will be made between a common HR tool, the 9 box, and a relatively new concept, a social network. The new(er) concept of a social network is being applied to the HR world and is finding its utility. Presented below is an argument that social network analysis is something HR should begin to consider.
According to the Society for Human Resource Management (SHRM), the 9 box grid is an assessment tool used for succession planning and performance appraisal. The purpose ...

Tags: engagement, management, performance appraisal, performance management

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It all starts with two basic questions…

1. Are formal appraisals worth all the time and effort?
2. What is actually accomplished by conducting appraisals?

Here is a reasonable list of reasons to conduct performance appraisals. They:

• Provide managers with a useful communication tool for employee goal setting and performance planning
• Increase motivation and productivity
• Facilitate discussions concerning employee growth and development
• Provide a solid basis for wage and salary administration
• Provide

...

Tags: engagement, management, performance appraisals, performance management

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In a previous post we covered What do performance appraisals accomplish?. That post discussed the perceptions that managers and subordinates have on the performance appraisal regarding what functions are fulfilled. It highlighted the contrast between intention and actual usege. Below are more in-depth recommendations to improve the effectiveness of performance appraisals.
Recommendations:
Make sure mgrs and subordinates understand the appraisal system:
The appraisal system should ...

Tags: engagement, feedback, performance appraisals, performance management

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