644F1laumeyer

A long read but worthwhile. 

Short, simple and hopefully effective. 

One page very quick read article-  Good Rule 1- center column bottom of the page= Shape the future!!

I agree - shape the future is key.

Something to ponder. 

2010 article regarding talent management model for business.  

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

With its stock price increasing by 1,080 percent and sales jumping from $471 million to $3.2 billion since 2006, Chipotle was America's fasting-growing fast food chain of the decade. That trend looks like it will only continue, as stocks have increased by more than 20 percent so far this year.

The "promote from within" philosophy works in many industries as Chipotle demostrates.

Interesting article... Training focuses on best practices, while development focuses on next practices. Training is often a rote, one directional, one dimensional, one size fits all, authoritarian process that imposes static, outdated information on people. The majority of training takes place within a monologue (lecture/presentation) rather than a dialog

This is a good article describing the changes in the skills needed for leaders. Business is more complex and adaptive thinking abilities are needed. It speaks to why vertical development is needed

"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.

Should we or shouldn't we? 

I found this to be a thought provoking article which seems to perfectly illustrate everything that can go bad with a performance review. I liked the practical approach to encourage open relationship which can provide the honest feedback we each need to address our self-improvement barriers.

Companies are seeing the value of coaching and developing their CEOs. It is interesting to me that for as long as can be remembered, the Military continually develops its Generals. Its great to see that the civilian sector is looking to do the same.

Learning is a lifelong process. If we didn't learn from our mistakes, then we should be relieved as leaders.

Seems easy enough...

I love the idea of 360's. This is one thing our company has essentially put on hold since financial times have been more difficult. It can be expensive to administer this type of feedback for employees, especially if it's a large organization. However, I believe getting feedback from your peers can sometimes be more important than your boss. Your peers are those who interact with you everyday and can truly provide a first hand perspective.

Some interesting points

Fun fact - this is actually the system my organization uses. I am on system administrator on the roll out and implementation of Cornerstone into our organization. This year will be the first year our employees are setting goals in the system so next year we will actually being doing performance reviews in the technology. We currently just have a paper performance review process, so using Cornerstone will hopefully be more efficient.

Not sure about who MacKenzie Jones is but one thing that was written was interesting regarding your performance being tired to the person you work for. Not sure I agree but I think a good boss can help make employees better or vise versa. It is up to the employee to not fall into any temptations of "behaving badly" when their boss may act badly or poorly on a regular basis.

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

Something like this seems like it may be helpful for any industry and the person conducting the review or being reviewed.