You’ve been called into your manager’s office to discuss a team issue. It turns out that someone on your team has been complaining about how you are working. They took their complaints to “the boss” and now s/he has stepped in to help you iron out the issue. This is an all-too-common situation that comes up with teams. We’ve noticed a growing trend in organizations, small and large alike, where individuals spend more time talk talking ABOUT people than to them.
Developing the people on our teams can sometimes feel like a daunting exercise for leaders and for the HR professionals who support those leaders. The Price-Roberts Model for development is a self-development approach jointly created with Dr. Ian A. Roberts that is driven by the associate not the leader.
A colleague of mine, Brian Goines, Sr., once said, “Using pretty words to explain ugly truths is exhausting.” Half of the words in this quote are subjective, but I absolutely love this line. Words like “pretty”, “ugly”, “truths”, and even “exhausting” mean very different things depending on context. This is why the work of Byron Katie is important.
A diet, by definition, consists of the things that we regularly consume to improve and positively impact our well-being. Our diet is what we ingest, and most likely will determine our ability to perform. Diets even impact the quality of our lives. Dieting to lose weight, especially excess weight, is designed to increase mobility, improve heart health, gain traction and lead a healthier life.
I had never even been on a tennis court. The closest I’d come to playing tennis was watching Serena hit those 129 mph serves from the comfort of my couch. However, the coaching guru Alan Fine proved that even something as physical as playing tennis was much easier when the coach avoids giving advice and coaches from an inside out approach instead.
There are many different opinions about performance reviews. Some organizations have formal reviews once per year with a check point at midyear. Other organizations are being less formal and have gotten rid of the formal review process altogether in hopes that their leaders will have performance conversations at a regular, casual cadence. I have recently learned of an organization that has eliminated ratings altogether…kind of. See, the employees think they aren’t being rated but the leaders and HR professionals have a rating scale that is private. In essence, they are lying to the people. Why?