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The scenario… The company has decided it needs to eliminate costs. Hundreds of jobs are on the line. The executives of each division have been directed to cut costs by 35%. The tension throughout the company is so thick you can cut it with a knife. You know some departments will be totally eliminated because the work can be outsourced to save money. You are a manager with over 20 years of seniority and you know your department is NOT being eliminated. You breathe a sigh of relief; after all, you do have personal ties to the owners. You show up for a weekly meeting with your boss, and he catches you off guard…your job has been eliminated. Your world changes in an instant! You don't understand! Your performance reviews have been good for 20+ years! You've done your job! Nobody has ever told you that you're NOT doing a good job! The shock consumes you in the months to come as you try to make sense of it all. (What you don't know is that you have long had a reputation of someone who is extremely difficult to work with. Your many internal customers have complained about you all along. You shrugged off the complaints, and your boss chose not to deal with it or reflect it in your performance reviews.) This scenario is in fact real! Unfortunately, corporations dealt with the same scenario (with a few details changed) over and over again. The lesson learned here…"Inadequate performance management systems" damage individuals and companies. For the past few years' companies have furiously worked to upgrade the effectiveness of their performance management systems. They are establishing core competencies, identifying performance objectives and measures, and even talking about ongoing coaching. A 2002 study by Mercer Human Resource Consulting reveals that ongoing coaching is still in short supply! The data indicates that 78% of employees surveyed said their managers routinely conduct annual performance reviews. It also indicated that 26% said managers routinely provide ongoing performance feedback and coaching. Reality Check Could you be blindsided by a scenario similar to the one mentioned earlier? My personal belief is that managers (at all levels) don't give feedback or coach on an ongoing basis because they don't know how. Today, there are a multitude of training programs and support systems for managers who really want to learn to coach on an ongoing basis. They can get their own coach or they can attend a workshop like "The Coaching Clinic ©". More info can be found at www.connectionscoach.com. In the meantime, here are three ways you can begin to manage performance every day through coaching: Acknowledgement Make time to acknowledge contributions. Give credit where credit is due. Challenge them to play a bigger game. Inspire them to give the performance of a lifetime. Development Partner with them on projects. Do more asking versus telling. Become genuinely curious in their ideas and concepts. Give them the lead role. Support them when they stumble. Encourage them to get up and try again. Provide Feedback Be specific about what exactly makes the difference. Teach them how they can make a difference (do more, do less, keep doing). Incorporate "lessons learned" discussions into every project. If your company is one that says, "Our employees are our greatest assets", now is the time to walk the talk. By providing ongoing coaching, you'll be managing performance every day. And most of all, your employees will feel like they are your greatest assets. 120,000 Per Month With Google AdWords. - Learn the secrets I use to make over $120,000 every single month by advertising on Google AdWords. The Woman Men Adore. - What every woman can do to have the relationship of her dreams. Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 |
More Articles:1. Beware of Psychic Vampires By John Assaraf I am often asked how I stay happy and motivated all the time. The answer has two parts to it; positivity and self-talk.Many years ago I had a colleague who was forever complaining about everything and everyone in her life. Each day when she arrived at the office, it would start, "you wouldn't believe this... can you imagine he did that...this will never work, I'm so tired..." and so on.This would go on all day and it would drive everyone in the office nuts!She was what I like to refer to as a … 2. Free Advice From Albert Einstein By Steven Gillman What If You Could Ask Anyone For Help?Have you ever noticed how sometimes you are at your most creative when you are interacting with another person? You and your friend or acquaintance feed off of each other's ideas and help each other clarify things. Well what about those times when you are alone, or you have no one you wish to share your ideas with? What can you do then to stimulate creative thought and to find elegant solutions to your problems? You could try talking to Albert Einstein.Oka… 3. Why Don’t You Just Stuff It ALL? By Neil Millar You got busy at work, got busy in your marriage, got busy with your home and maybe your kids and before you knew it... a chunk of your life had slipped away.And it hasn*t been an easy chunk of life either, has it? Things going wrong: the car, the dishwasher and the kids, and you feel depressed at home and stressed at work.And I*m sure the question, now you think about it is this, *Surely there must be more to life than this?*And the second you read that question you immediately knew there was … 4. Let’s Say You’re a Dog. Are You So Competitive You’d Eat a Carrot? By Susan Dunn Seems like a gal always learns something out on the farm! Yes, it’s a farm tale and I’m going to change the names of the animals to protect the guilty!I spent last weekend down in Lower Alabama where my friend from high school owns a farm. On the neighboring property there lives a donkey we’ll call “Jake.” On my friend’s property there lives a dog – his dog – we’ll call “Spot.”Okay, not too original, but it serves the purpose.So as night falls, the evening ritual is to go out and feed the … |
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