by Triangle Performance Staff | May 25, 2007 | Kevin Berchelmann, Organizational Effectiveness
This is Part 1 of a 3-part post.
My firm’s name is Triangle Performance, LLC. The Triangle comes from a model I developed about the foundations of employee (mostly managerial) performance. These foundations include Processes, Knowledge, and Motivation (3 foundations, 3 corners of a Triangle, you get the picture…).
Now, I know that most of you (outside of a few other consultants) could give a squat about models, methodologies, and so forth.
You simply want results. Rightfully so.
(more…)
by Triangle Performance Staff | May 22, 2007 | Kevin Berchelmann, Organizational Effectiveness
I currently coach a couple of Human Resources professionals, both at the Director-level. Interestingly, they both asked me, in a span of two weeks and independent of each other, how to really grow and succeed in HR; how to become a real “player” in the business, to command respect, and to develop the credibility necessary to make real-life strategic contributions.
Of course, I had comments — I never promise that what works for me will work for you; only that these DID work for someone… me.
1. Read voraciously. Understand the concepts and philosophy along with the application. Management and leadership theory are necessary foundations — not so you can spout them and sound all mensa-like, but so you can use credible theory when developing your own method of application.
(more…)
by Triangle Performance Staff | May 20, 2007 | Kevin Berchelmann, Organizational Effectiveness
Many people — mostly consultants, I know — make incentive-based compensation planning complex and overly difficult to create, implement, and manage. It simply does not need to be that way…
Understanding incentive compensation is simple, and is largely human nature. Just realize the following:
1. That which is rewarded is repeated,
2. You don’t get what you want, hope for, manage to, or request — you get what you pay for (as a tenet of compensation, not necessarily a life philosophy), and
3. Simplicity wins. (more…)
by Triangle Performance Staff | Apr 29, 2007 | Kevin Berchelmann, Organizational Effectiveness
So, last night, I took my wife and daughter to Gratzi’s italian restaurant in Spring, Texas.
Now, some of you may know… I decided late last year to finally get my physical fitness under control. What that means to me (30lbs. since November 15, thanks), is just be realistic. I exercise, reduce my portion size, don’t do anything colossally stupid, and I never withhold something I really crave.
Well, this night, I wasn’t particularly ‘craving’ anything, and didn’t want to do anything ‘colossally stupid,’ but I just couldn’t find a good way to do that. I mentioned that to our server, who promptly brought out the chef to discuss.
(more…)
by Triangle Performance Staff | Apr 10, 2007 | Kevin Berchelmann, Organizational Effectiveness
Someone asked me recently if (a) the ethics in human resources are becoming suspect, and (b) if ethics can really be taught to anyone.
My first reaction, of course, was to nearly scoff at the “ethics” question, thinking that frequently, our profession may even OVER-think the ethics component in an otherwise common-sense situation.
Then, I gave it some more thought… (more…)
by Triangle Performance Staff | Feb 5, 2007 | Kevin Berchelmann, Organizational Effectiveness
Penelope Trunk is a freelance writer with a column in the Boston Globe, and calls herself “The Brazen Careerist.” She recently wrote an article that was published on Yahoo!’s personal finance page, entitled Steer Clear of Bad Job-Hunting Advice.
The article lists 8 currently “Bad Rules” for job hunting/hunters, and includes some known HR staples such as resume misspellings, complete disclosure, etc. Then, a littany of comments follow her article, likely many of them from human resources professionals. As Penelope has given me her permission to do so, I’ll list the 8 “Bad Rules” here for convenience: (more…)
