For many years Theory Y has been seen as the primary success motivational style. As stated in a previous post, Douglas McGregor set up motivational theory styles according to Abraham Maslow’s Hierarchy of Needs.
McGregor’s main assumptions under Theory Y are: Continue reading ‘Theory Y- The Theory of YES to Success’ »
I had an interesting discussion last week with an executive who suggested that Strategic Planning was of NO Value during this economic downturn. This was intriguing to me as a short sighted statement from a very smart individual. Sorry if that sounds arrogant, yet, I have experienced this type of economic downturn in a regional group of states during the mid-80′s. And, the key to surviving is to totally understand your options and making the critical choices for success. Winging it is not an option.
Assuming that you agree that Strategic Planning is still – if not more – important today, what do you do differently in your strategic thinking process? There are three things you want to cover in your current planning activities. These include the following… Continue reading ‘Three Strategic Planning To-Do’s during Tough Times’ »
The month of October has been designated as International Strategic Planning Month. What a great idea to place this on your calendar – especially the executives of organizations. The act of strategic planning is how you create the future for an organization. Continue reading ‘October is International Strategic Planning Month’ »
Every manager or C-level executive I talk with tells me how important it is to increase the performance of their organization. They continue to tell me how great it would be if everyone on their staff performed at higher levels. After listening to these common comments about their organization and their people, I ask one question…
So what methods are you currently using to track and measure personal accountability?
Most of the time I get one of three responses: Continue reading ‘Increase Accountability to Increase Performance’ »
This is the fifth step of a Leadership Development Process. The tracking of a leader’s progress using a performance management system provides control and a universal check system. The data and insight provided by a tracking system allows the monitoring of results on a consistent basis.
Without a tracking system, the development process becomes a hit or miss system. There is no checking mechanism to ensure the process is working and the individuals are executing their plans. The performance management system is the glue for the process.
Performance Management systems come in all sizes, shapes and forms. The automated versions are the most valuable when used properly. The pen and paper versions are still in use with some companies – mainly because of a lack of investment in people development. When leadership is not committed to the development your people for higher performance process – then systems and processes as well as commitment is limited.
The best companies understand that it’s the people that make a difference in the business. It’s the people that make the decisions, manage the personnel and the processes, and interact with the customers – every day. So a purposeful developmental process and an automated performance management system are essential to the overall growth and health of an organization.
Performance management systems track the goals, meetings, action plans and decisions made by the individuals in the company. It tracks the overall performance of leaders and their teams. It provides information over a specific period of time – yearly, quarterly, monthly and weekly – all documented for analysis and evaluation. The progress made by participants in the leadership development processes or programs is an important element. It is the progress that accumulates over time and leads to consistent high performance.
Remember the old saying: What gets Measured, Gets Done.
This classic statement is still accurate today. If you want things to get done, they must be measured and discussed. Discussions about performance standards enable individuals to understand what is needed to be successful and respected as a performer. High performance is not an accident. It happens due to a conscious effort to measure and track results.
If you lack an automated Performance Management System, contact us at 901.757.4434 during business hours of 9 to 5 Central time USA to discuss possible solutions. We can assist you with a complete package or simply Managing Performance Priorities on a weekly basis.
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