Performance management (PM) is the process of ensuring that a set of activities and outputs meets an organization’s goals in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, an employee, or the processes in place to manage particular tasks.
Topic: In this episode, your hosts, AntlerBoy an JP, start by lamenting the software industry and their almost arrogant – sometimes not almost arrogant – disregard for the customer and the user experience. Not that software companies will ever change, but rather a resignation that we have to endure. But the episode gets productive, or rather…
The Standard Social Innovation Review means that too many organizations ignore or avoid addressing internal conflict, and that a healthy perspective on disagreement can increase resilience and spur needed innovation in a socip-business context. Conversely, when left unattended to, the problem will most likely become one of destructive internal conflict, meaning abnormalities such as high…
Operational Excellence (OpEx) is a term that embodies many things that CEOs seek to achieve, such as consistent strategy execution, profitable growth and sustainable cost reduction. While there are many definitions of the term, most would agree that it entails focusing on customers, cross functional execution and consistent delivery of outcomes that create value for…
ByForbes
Forbes contributor Joseph Folkman begs the question in this article centered around the construction of High-Performance teams: What behaviors do team leaders exhibit that create these extraordinary teams? In an attempt to answer the question on every worthy leader’s lips, five factors which describe the behaviors of leaders who run such high-performance teams are outlined in…
McKinsey and Company poses that small, independent teams are the lifeblood of the agile organization and that top executives can unleash them by driving ambition, removing red tape, and helping managers adjust to the new norms. But on a deeper level, what exactly does it take to set loose the independent teams that make agile organizations…
ByHBR.org
HBR attempts to equate the firing process with a most appropriate metaphor: A no-fault divorce. This insert means that as painful as divorce may be at the time, it allows two people to correct a mistake and move on to a more satisfying future. And handled well, termination works the same way. Here’s how to do…
