I’ve been researching for a lecture I’m giving on performance this week. It’s reminded me of how much lots of people dislike the performance management
The challenge of employee engagement is not solely the preserve of HR. The challenge is for those in leadership roles across the country.
Difficult conversations. I’ve had lots of them, as I’m sure you have. There was a time when I’d avoid them like the plague. Particularly when it involved feeding back to someone who I didn’t really get on with, or who was higher up the food chain than me.
In a recent leadership coaching session, a client asked, “how do I manage someone whose performance is great but whose attitude is, at best, questionable? And how the hell do I give them feedback on their attitude?”
I’ve just finished reading Tim Ferriss’ new book, ‘Tools of Titans’ and the one overarching takeaway was that consistency is king, queen and everything in between. Tim, himself, says, “It’s not what you know, it’s what you do consistently”.
Peters and Waterman identified eight attributes that excellent organisations typically have in common. Whilst reading through the attributes, it struck me that there was one underlying principle for all eight: Communication.