We, at Horizon Point, love a good book or two. Here are our recommendations for you to consider for your 2016 reading list and/or ideas as gifts to give this holiday season: Mary Ila’s recommendations: For help shaping your New Year’s resolution: Triggers by Marshall Goldsmith. Goldsmith, one of the best executive coaches in the world, helps you understand that most of self-improvement isn’t necessarily about starting something, it is about stopping something. He gives a simple method for analyzing and measuring our daily behavior in order to see positive habits form which lead to results.We use this process in our leadership
My take on performance management is quite different than it was 10 years ago. I once worked for a company that basically rewarded all employees for their continued employment, and performance was not really taken into consideration when we all received a 5% raise. Regardless of how fabulous of a job I was doing or how not-so-fabulous my co-worker in the cubicle over was doing, we both received the same reward. This was not motivating me to be a better employee nor was it motivating for my mediocre colleague. Fast forward well over a decade. Not only has the world
One of the best ways to improve and sustain great performance at work is to ask for feedback and to give it, freely, continuously and in the spirit of driving better performance. Here are some posts to help you out with this quest: 6 Steps for Maximizing Feedback Through Feedforward Drop Lots of FYIs to Communicate Effectively Goal Setting – Feedback 3 Steps for Driving Employee Engagement through Personalization
I had a reader send me a suggestion for a blog post a little over a month ago. It said: “With the terrible shooting in VA yesterday, maybe an article on how HR can better handle identifying, coaching, counseling & later termination of disgruntled employees if coaching is not effective. I am sure HR departments are concerned about their own employees. Just thoughts.” With all our content written for the month, I told him I’d add it to the roster even though this shooting would be old news. The sad thing, though, is that I silently thought there will be
I’ve been rambling on this month about how to drive employee performance. If you missed the run-down so far, you can check out the posts here: What You Pay Does Matter 3 Steps to Winning A Best Place to Work Award 3 Steps for Driving Employee Engagement through Personalization But why does it matter? Why would you or any organization want to pay competitively, win a great place to work award and/or drive employee engagement through personalization. We’d argue first that it is simply the right thing to do. But this reason alone won’t keep you in business. However, doing