Some people lead a two-mountain shaped life as Peter Brooks describes it in his article on the perils of moral meritocracy. First, they go through the motions of graduating from school, beginning a career, starting a family. They want to become successful in ways society sanctifies it and conditioned them. They want to earn a lot, buy a home, raise a family and be happy by achieving all this. This is the first mountain they are eager to climb. Nothing wrong with that, unless your focus stops there.
Formal performance reviews are inaccurate and have no impact on productivity. Simpler solutions like everyday feedback conversations can provide a better understanding of the value of employees, but there is no silver bullet. We have long been an advocate of ongoing coaching and setting qualitative Objectives combined with shorter term, more precise Key Measures.
The practice of everyday coaching and feedback can really contribute to understanding the value of employees.
Although we all desire consistency, we need to get confortable with the notion that it’s necessary to embrace paradoxes. The world is complex, and limiting ideas, observations or feedback to be consistent with a single rationale unnecessarily closes down problem-solving options that will hinder efficiency.
So, no matter how much you believe something to be true, ask whether the opposite may also have some validity. Perhaps the real truth is beyond both.
Does it make you wonder if you’ve been doing it all wrong? Having a purpose doesn’t make you sound tough enough? The data is in. Purpose pays off. DDI’s 2018 Global Leadership Forecast – one of the several studies that have piled up data on the fact that formulating and acting on a purpose is a winning strategy – highlights that there is a strong and positive financial bottom-line benefit to both defining and acting with a higher sense of purpose.
A new landmark study by neuroscientists at the University of Geneva (UNIGE) has uncovered the role of synaptic feedback systems in shaping the brain’s learning processes in the cerebral cortex. The cortex – the brain's outer and largest region – is important for higher cognitive functions such as speech and decision making, complex behaviors, perception, and learning.
So many companies seem to have fallen victim to Corporate Anorexia (CA): blindly cutting resources to the bone with the noble aim of increasing efficiency at the organization. Most of us have firsthand experience of it. Unfortunately, this often leads to lower internal and external customer satisfaction, missed opportunities due to lack of appropriate resources, and higher attrition rate triggered by anxiety and lower job satisfaction.