by Triangle Performance Staff | Jul 14, 2011 | Kevin Berchelmann, Organizational Effectiveness
Succession Plans are Just That… Plans. They still need EXECUTION.
Succession plans and leadership development efforts are useless if the targeted executive doesn’t step up and do his/her part.
This is an interesting and pertinent topic, as succession planning is a significant part of my practice, and by “planning” I mean “managing expectations” as well. I’ve crafted numerous, detailed succession plans before, complete with developmental roadmaps, years-to-ready” charts, and well-plotted charts for high-potential employees.
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by Triangle Performance Staff | Jul 11, 2011 | Kevin Berchelmann, Organizational Effectiveness
We keep hearing about this wonderful thing we should strive for… this holy grail for employee contentment. This thing called Employee Engagement.
Personally, as a specific goal, I think it’s a crock of crap.
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by Triangle Performance Staff | May 3, 2011 | Kevin Berchelmann, Organizational Effectiveness
Most training surveys should be blown up…!
You know, those after-course (or session) evaluations where the trainer/facilitator asks, “Did you love me?” “Was I fantastic, or what?” “Didn’t we have a great time?”
As many of my stories begin, “I once had this client…” who wanted much more than simple smile sheets or after-course “how was the hotel” evaluations. They wanted data demonstrating the success (or not!) of the efforts. They actually wanted to know if we changed any behaviors or not! How cutting-edge is that??
Well, we did exactly that, and this will be the baseline for all future surveys I conduct. So, my advice to fellow facilitators/consultants/trainers?
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by Triangle Performance Staff | Feb 25, 2011 | Kevin Berchelmann, Organizational Effectiveness
I recently spoke with a potential client about this; I’ve shared some of my thoughts here before on the topic, but figured it could be time for a repeat…
Forced ranking, as a methodology for managing and improving performance, is neither good nor bad… it’s just another method. Used as part of an integrated process, it can be very powerful.
The problems we see with things like this are contextual; we here about some successful company — GE, Yahoo, Sun, EDS come to mind — using this, and ask, “Can we do that here?” The answer, of course, is “Yes, provided you bring the entire process that makes it work.” (more…)
by Triangle Performance Staff | Jan 31, 2011 | Kevin Berchelmann, Organizational Effectiveness
Don’t be fooled – most leadership characteristics (and all behaviors) can be learned, taught, and developed. Self-confidence in leaders is a very real and actionable area for development.
First, whomever identifies someone with apparent self-confidence challenges as also someone having potential should get some kudos – it can be difficult to spot growth potential in someone with true self-confidence issues.
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