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Two mistakes that often occur when replacing a CEO ; either choosing someone in his own likeness when what the company really needed was someone different, or choosing someone of lesser stature to preserve his own legacy. This often happens with other senior management roles.

It is very interesting to see how other organizations compare to mine with Performance Management. This information shows 3 different phases (plan, monitor, and review).

I am a Disney fan but now knowing a person who works there and seeing their on boarding process (via this website) it is no wonder that they are such a huge and successful company.   The website goes through, what looks like, everything a person would need to know in getting started at Disney.   I could see how helpful a website such as this would be to almost any profession.  Disney obviously has enough money to produce this website and keep it current, but I do not think that would be too hard or expensive for a school district, police agency, banking industry, military, or many other professions to implement.

My niece just completed an intership this summer with Disney. She was pleasantly surprised by how comprehensive the website and training was for interns. Eventhough she was scheduled to intern for six months, everything about the training and experience won her over to want to be a lifetime employee of Disney. Many companies could learn from this model.

I heard that the first two days of employee orientation is strictly story telling. They use the 'cast' members to acclimate employees to the Disney culture using stories. I feel like this is really in sync with Disney culture and would also be a very effective way to get employee excited about their role in the bigger Disney 'story'.

Volunteer performance review. Is this typical? Are volunteers usually evaluated on any consistent basis- yearly, after so many times volunteering, or any other way?

IPS-EQ Model-  I don't know much about the model but am learning.  Others may find it interesting as well.

The collective skills, abilities, and expertise of an organization-are the outcome of investments in staffing, training, compensation, communication, and other human resources areas.

A lot of good points are made in this article. In particular, the belief that organizational capabilities can only emerge after an organization consistently delivers on the combined or shared competencies and abilities of the people it employs. It provides another way to validate the notion that people either help an organization succeed or fail. If the organization has a lot of employees that are skilled but they are unable to work together towards a common goal, those individuals' skills are useless.

"Don't scrap it, Fix it!"

Good article. I found many of these same alternatives in other reference material. And the author is correct on how many annual reviews become less productive than the daily interaction. We practice month one-on-ones at Amazon and often those feel like scripted messes instead of productive interactions, I find more practical advise in review the days problems like we had to after Saturday and the programming issue which impeded my workers for 45 minutes until an engineer could reset the robotic delivery field. Anyway, I agree that major changes need to happen before performance reviews become anywhere near as constructive as the type of conversation I had with my boss yesterday.

Short youtube clip about the future of OD.

The comment made about everything is changing and being sensitive to how those changes are affecting you and others you lead is critical.

milleniels

Good reminder not to stereotype Gen Y, or any other group. The article shared this phrase "This isn't entitlement - it's being personally accountable for your own career," which I think many people leap to the conclusion that Gen Y's are not willing to work for what they get. It is not true at all.

I agree, good information on the younger folks in the workforce and their perspective.

The use of multiple forms of gaming, can produce excellent talent, and improve worklife.

Bob, My organization uses gaming to engage the public to help them understand financial concepts that many find too complex or difficult to understand. We also recently implemented gaming as part of our on-boarding process to educate and engage new employees to learn more about the functions and responsibilities of the organization. The public has embraced the concept of gaming, while its use as an on-boarding tool is receiving mixed reviews. The younger generations loves it, while many of the long-term employees don't see the value and feel it is a waste of people's time and the organization's money. It will be interesting to see if gaming is a fad or not.

My company outsourced to well being company to help employees become more engaged in lifestyle choices. Never dawned on me that the challenges or gamification was being done. I'll be forwarding this article on to others outside our group, very interesting read and informative.

Week 2 related

Good article to remind one what to look for in employees and self. One of the aspects of the behavioral interview for leadership in my organization focuses on servant leadership questions. It is hard to leaders others when "what's in it for me" is the primary focus.

Hi Jen, I love this article! Though it's the hard truth that many times we see people promoted over us that do not display this characteristics. However, when I think about the best leaders or the people I would pick to work with in a team, they definitely display these characteristics.