Adm. William H. McRaven, commander of U.S. Special Operations Command, gave the 2014, University of Texas at Austin, commencement address.The theme of the address was the graduation event marks the beginning where the graduates will have the opportunity to change the world.
To guide them in pursuits, Admiral Rosen shared the benefit of his experience from undergoing the demanding training to become a Navy Seal. Seal training seeks to find those who can lead in an environment of constant stress, chaos, failure and hardships. While the commencement address was directed at how each person could use this advice at a personal level, I saw significant parallels in a business context.
Adm. Rosen organized his comments into 10 life lessons that he learned from his Seal training. Using the same organization titles I have applied a business context to each one. While his examples (click here to read the complete commencement address) were to help on a personal level, these same lessons are applicable to . . .
by Dan McCarthy, Management About.com
A critical role in management is the development of employees and their progress toward being highly productive employees contributing toward the success of the business. That said, it is too often the case that the performance appraisal process results in a negative experience for the employee instead of a desired positive outcome.
Here are 10 blunders that managers make when conducting the performance appraisal.
- Keep them guessing
- Unbalanced documentation
- Avoid frequent contact with your employees throughout the year
- Pass off all of the preparation to others
- Asking for too much "input"
- Not scheduling enough time
- Poor preparation
- One way monologue
- Neglect development
- Insincere praise
How effective is your performance appraisal process? Are you guilty of committing one or more of these blunders?
Click here to read the complete article.
Note: Ask yourself the following questions.
- Do you regularly discuss performance with employees?
- Do you invest the time and energy to make the apprasial valuable for the employee?
- Do you listen during the apprasial on how the employee sees their performance?
If you are looking for guidance to on performance appraisals contact Mike to learn about the Executive Coaching services available from Brice Consulting for you and your organization.
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