I recently asked a room full of managers representing dozens of organizations if they actually liked their own company’s performance management system. What do you think they said?  Some of us may think of Performance Management as a rubber stamp on an annual review. We often don’t think of it as a living, breathing, system. Others of us may think of Performance Management as monitoring what we’re doing wrong. We may not think of it as monitoring and developing what we’re doing right.  When an organization thoughtfully designs, implements, and continuously improves a performance management system, it should look like

Over the past few years, I’ve spoken with a lot of organizations about the importance of psychological safety. A 2012 study by Google showed that psychological safety is far and away the most important factor of a team’s success, yet many organizations lack the psychological safety required to be successful.  A few years ago, I worked with a client that was going through some major changes and employee morale was at rock bottom. As I began speaking with employees one theme stood out, employees didn’t feel safe speaking up. There were a number of reasons for this, including the fact