Comments on: Using Performance Management to Create a Culture of Excellence https://morethanaminute.com/2009/07/28/using-performance-management-to-create-a-culture-of-excellence/ How to Be an Effective Manager in Today's Changing World. Wed, 18 Apr 2012 21:08:09 +0000 hourly 1 http://wordpress.org/?v=3.3.2 By: Holly Green https://morethanaminute.com/2009/07/28/using-performance-management-to-create-a-culture-of-excellence/comment-page-1/#comment-880 Holly Green Wed, 05 Aug 2009 22:41:11 +0000 http://www.morethanaminute.com/?p=1012#comment-880 Always glad to hear from an AU/NTL student. I am an alum – Class 34! I have used a variety of systems and tools over the years. My best experiences in recent years are with Success Factors. A recent player that also looks very good is Sonar6. The key is not really the system or technology, it is the desire and encouragement coupled with the “way we do things here” mentality (culture) that makes it work. I have project managed implementation of systems at several companies – the ones that work are more about the reasons we are doing it/link to strategic objectives coupled with the leadership role modeling/they really use it and have quality conversations. Thanks for your question! Always glad to hear from an AU/NTL student. I am an alum – Class 34! I have used a variety of systems and tools over the years. My best experiences in recent years are with Success Factors. A recent player that also looks very good is Sonar6. The key is not really the system or technology, it is the desire and encouragement coupled with the “way we do things here” mentality (culture) that makes it work. I have project managed implementation of systems at several companies – the ones that work are more about the reasons we are doing it/link to strategic objectives coupled with the leadership role modeling/they really use it and have quality conversations. Thanks for your question!

]]> By: Holly Green https://morethanaminute.com/2009/07/28/using-performance-management-to-create-a-culture-of-excellence/comment-page-1/#comment-877 Holly Green Wed, 05 Aug 2009 17:53:43 +0000 http://www.morethanaminute.com/?p=1012#comment-877 What a great questions that you raise! It is tough when people get defensive or start playing the victim role. Briefly acknowledge that, yes, there are things beyond someone’s direct control many times, but encourage them to get clear on what they can do to overcome those barriers. Ask “what one thing would you change if you could?” or “what can I do to best support you in getting this done despite all the challenges?” Put the accountability back on the individual to give you alternatives by asking “well, with that in mind (mentioning the specific challenge or barrier in the way) what else can you do? Where else can you focus your energy to make progress?” Don’t let people get away with excuses but don’t ignore them either. By briefly acknowledging the challenge or barrier, the employee often feels heard and that is what they really want- to know you know how hard it is and that you appreciate their efforts. And always push for alternatives, solutions and ‘what’s next’ so you do not step in to play a ‘life saver’ type of role. Chapter 4 in my book More Than a Minute goes into more detail on all of this so you may find it helpful. Thanks again for a great question. What a great questions that you raise! It is tough when people get defensive or start playing the victim role. Briefly acknowledge that, yes, there are things beyond someone’s direct control many times, but encourage them to get clear on what they can do to overcome those barriers. Ask “what one thing would you change if you could?” or “what can I do to best support you in getting this done despite all the challenges?” Put the accountability back on the individual to give you alternatives by asking “well, with that in mind (mentioning the specific challenge or barrier in the way) what else can you do? Where else can you focus your energy to make progress?” Don’t let people get away with excuses but don’t ignore them either. By briefly acknowledging the challenge or barrier, the employee often feels heard and that is what they really want- to know you know how hard it is and that you appreciate their efforts. And always push for alternatives, solutions and ‘what’s next’ so you do not step in to play a ‘life saver’ type of role. Chapter 4 in my book More Than a Minute goes into more detail on all of this so you may find it helpful. Thanks again for a great question.

]]> By: Susan https://morethanaminute.com/2009/07/28/using-performance-management-to-create-a-culture-of-excellence/comment-page-1/#comment-873 Susan Wed, 05 Aug 2009 13:25:31 +0000 http://www.morethanaminute.com/?p=1012#comment-873 Hi Holly, I am an OD student at AU/NTL. I think you are spot on with using talent management to create a culture of excellence. What talent management systems have you used, liked, and would recommend? Thank you, Susan Hi Holly,
I am an OD student at AU/NTL. I think you are spot on with using talent management to create a culture of excellence.
What talent management systems have you used, liked, and would recommend?

Thank you,
Susan

]]> By: Welcome to syncresis.com » Staying Aligned (Lessons from HR) https://morethanaminute.com/2009/07/28/using-performance-management-to-create-a-culture-of-excellence/comment-page-1/#comment-839 Welcome to syncresis.com » Staying Aligned (Lessons from HR) Thu, 30 Jul 2009 16:12:50 +0000 http://www.morethanaminute.com/?p=1012#comment-839 [...] It’s hard to disagree with these truisms from Holly Green’s More Than a Minute blog re: performance management: [...] [...] It’s hard to disagree with these truisms from Holly Green’s More Than a Minute blog re: performance management: [...]

]]> By: Christopher Fox https://morethanaminute.com/2009/07/28/using-performance-management-to-create-a-culture-of-excellence/comment-page-1/#comment-837 Christopher Fox Thu, 30 Jul 2009 14:17:34 +0000 http://www.morethanaminute.com/?p=1012#comment-837 Arguably, these principles should guide ANY effective system! Arguably, these principles should guide ANY effective system!

]]> By: Bill Bonnstetter https://morethanaminute.com/2009/07/28/using-performance-management-to-create-a-culture-of-excellence/comment-page-1/#comment-831 Bill Bonnstetter Wed, 29 Jul 2009 18:27:10 +0000 http://www.morethanaminute.com/?p=1012#comment-831 My research indicated personal accountability is one of the personal skills required of over 90% of all jobs today. This is based on benchmarking more than 6800 jobs in the last 8 years. Since we have moved from the Industrial Age with a lot of tangible jobs to the Electronic Age with so many intangible jobs, personal accountability has become very important. My research indicated personal accountability is one of the personal skills required of over 90% of all jobs today. This is based on benchmarking more than 6800 jobs in the last 8 years. Since we have moved from the Industrial Age with a lot of tangible jobs to the Electronic Age with so many intangible jobs, personal accountability has become very important.

]]> By: Skip Reardon https://morethanaminute.com/2009/07/28/using-performance-management-to-create-a-culture-of-excellence/comment-page-1/#comment-827 Skip Reardon Wed, 29 Jul 2009 12:45:58 +0000 http://www.morethanaminute.com/?p=1012#comment-827 Great article! Spot on! Great article! Spot on!

]]> By: Alan Sullivan https://morethanaminute.com/2009/07/28/using-performance-management-to-create-a-culture-of-excellence/comment-page-1/#comment-825 Alan Sullivan Wed, 29 Jul 2009 04:48:59 +0000 http://www.morethanaminute.com/?p=1012#comment-825 Dear Holly, I enjoyed reading your blog/ Article on performance management - spot on. Liked the inclusion of rewards in your framework - very important here in Indonesia! Thanks, Alan Dear Holly, I enjoyed reading your blog/ Article on performance management – spot on. Liked the inclusion of rewards in your framework – very important here in Indonesia! Thanks, Alan

]]> By: fawn aberson https://morethanaminute.com/2009/07/28/using-performance-management-to-create-a-culture-of-excellence/comment-page-1/#comment-818 fawn aberson Tue, 28 Jul 2009 17:42:09 +0000 http://www.morethanaminute.com/?p=1012#comment-818 Hi Ms. Green, I wanted to make a comment about your five key steps, number four in particular. How do you assess performance without making the person feel defensive? Every time I get to this point, every excuse in the world comes up on why things are going as planned. I get tired of excuses, how can I get them to share solutions instead Hi Ms. Green,
I wanted to make a comment about your five key steps, number four in particular. How do you assess performance without making the person feel defensive? Every time I get to this point, every excuse in the world comes up on why things are going as planned. I get tired of excuses, how can I get them to share solutions instead

]]>