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10 Simple People Skills To Successful Management
Getting the best from your people is vital if you are to make the best progress in your business or organisation. Much comes from the way you interact personally and there are just ten key actions to take to build great, fulfilling and productive relationships...

10 Steps When You Need Help in Your Business
You start off alone. Be it as a solo business owner or a manager looking after a part of a larger business. It gets busier, you get distracted from what you want to do, because there's only one of you and you've only got one pair of hands.

Master Your Game: Performance Management
Having a performance plan and honing your coaching dialogue skills will help you with your performance management role. As a leader, managing the performance development of your team is critical to attaining the success you seek. A good performance development system, executed expertly, will assist your team to grow and develop to meet the goals and objectives that you will evaluate them against.

5 Unexpected Benefits of Performance Management
Managing performance can be a challenge, especially where you have an organizational process to fulfill. Outside the more obvious reasons for using such a process, there are more to go for, which will help managers realize why it is a useful tool to embrace fully...

Performance Management: The Individual Strategic Plan

Performance management has become an ever-increasing critical tool to success for businesses. Within the last year we have experienced both a booming economy as well as a recession; a historically low unemployment rate combined with massive layoffs and business closings. But the bottom line to all of this is people! AND, we are human and as such are typically much more productive when we have clear goals, expectations, and feedback.

Managing the Likeable But Poor Performer
Telling the truth can be difficult but it does have its rewards. Ideally, the primary objective of a performance improvement / disciplinary conversation is to gain the employee's agreement to change behavior and return to fully acceptable performance.

How Data Analytics Can Help NGOs Fulfill Their Social Mission
Learn the framework on how to implement data analytics into NGO work to make it more effective

Moving to a 'consequential corporate culture'

In any organisation it is the behaviour of its’ people that lead to success, mediocrity or failure. Behaviours stem from a set of values that the organisation must understand and that leadership must role model. Behaviours must also have consequences for the values to have any credibility; an up side for good behaviour in terms of recognition and reward and a downside for poor behaviour in terms of challenge, coaching, training and development and perhaps even having to leave the organisation. In the article we provide 10 areas that you must focus on to embed values and the right behaviours in your business.

Virtual Office Work
This articles describes what managers can do to foster a healthy and productive virtual office experience for employees. It outlines the advantages and challenges with having employees in various locations.

The Psychology behind Wrongful Termination Claims or Rodney Dangerfield was Right
Why do some terminated employees file wrongful termination claims while others move on? The answer is a 4 letter word.

Are Organizations Utilizing Employee Performance Appraisal Systems optimally?
The focus of this article is on what more the organizations can do in utilizing employee performance appraisal system optimally.

Getting those processes in place!
“I meant to do that, but I didn’t have the time. I didn’t get round to it”. I coach a lot of people in business who raise this cry. They then complain to me that their team is not performing productively, or cohesively. It is my job to introduce performance management into the organization, and to get it up and running.

What’s ‘open space’ and how do you use it?

It’s the start of a new year, which, for many of us, means the start of a new school year. Are you one of those parents who hold your daughter’s hand as she crosses the road? Who walks into the classroom to put her bag on the peg? Who finds the teacher to explain why little Katie did not do her homework? Not a great look if little Katie is 14 years old! And yet some parents are not able to let go. They jump in to fix every problem a child has. Your child will be safe but is she learning anything about resilience?

Managing Performance of Workers
This article discusses issues related to performance management of workers - the blue collared workforce in the organizations.

More lessons from MasterChef – Can you take the heat?

As the saying goes, “If you can’t take the heat get out of the kitchen”. Once again MasterChef has served up some great life lessons. Last year I wrote about the great leadership, coaching and mentoring we can learn from MasterChef. Again Garry, George, Matt and the other guest chefs showed us how to excel in this area of leadership. On this occasion, I want to comment on ‘Resilience’ and dealing with setbacks and challenges, and how MasterChef gave us a window into how people handle stress and demanding situations. The time pressures and increasingly difficult tasks set for the contestants showed us how well they were able to manage themselves under pressure and produce the goods. You could often see the demands of a given situation getting to a number of the contestants. It was unrelenting at times.

Why you should stop trying to delight your customers

Delighting customers does not build loyalty. Reducing customers’ effort does. These were the findings from a large customer service survey conducted by the Customer Contact Council (CCC), and featured in the July edition of the Harvard Business Review. The survey’s aim was to get answers to three questions: 1. How important is customer service to loyalty? 2. Which customer service activities increase loyalty, and which don’t? 3. Can companies increase loyalty without raising their customer service operating costs? After conducting structured interviews with customer service leaders and a study of more than 75,000 customers, the CCC uncovered three findings...

Latest findings from the world of Sales Transformation

I recently had the opportunity to MC and attend the Optimising the Sales Force Conference – OSF2010 which was the follow up to the inaugural OSF2009. Building on last year’s success, this year’s conference was attended by over 120 high level sales leaders across Australia. Once again I was privileged to be part of the panel of international and local experts presenting on this year’s topic, Sales Transformation. This was the second time in Australia that we have had the opportunity to come together as a profession and share ideas and discuss important matters moving forward, and from the looks of it, we will be doing this again. The feedback from our international sales experts was that this was one of the best forums in the world.

Through the looking glass

Many sales people are tired of being told that they need to sell like someone else to be successful. Many are unsure of what they should be modelling. Too often they are told to ‘just be like’ someone else but with no reference to what that actually looks like they are left poking around in the dark mimicking the ‘star’ performer and left feeling unauthentic. And ‘big sticks’, bribes or fear don’t help either. Most people, and especially sales people, want to be the best they can be but without having to be someone else. Clearly defining what good performance looks like is key. Here is a model we use where we focus on three key areas...

Why we should put the Trainer back into Sales Management

Up until 20 years ago, a key function of a sales manager’s role was the regular training of their sales people. What did this look like? Well, something like this: weekly 1 hour power training sessions for the sales team focusing on honing key skills, bi-monthly half day or 1 day sessions drilling down on account planning, strategy, market and product knowledge, and formal class room training usually employing external, expert training providers on a once or twice yearly basis to boost their teams to the next level. This was all supplemented by sales meetings and one-on-one coaching. Many sales managers of yesteryear were good trainers. However, through my observations across many businesses, the training component has been replaced by compliance.

Performance Management in the Public Sector
Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. This white paper discusses the use of performance management in the Public Sector.

Performance Management-How Your Sales Team Can Benefit
No one can benefit more from performance management than your sales team. Take this 3 pronged approach and achieve improved sales results immediately.

Penny-wise Pound-foolish approach in H R M
Any investment in providing state of the art tools to HR will increment their operational efficiency If you can squeeze your pockets and invest even 1% of your already depleted profits on acquiring appropriate HR technology, you could train your existing HR workforce to manage the future growth, without hiring additional HR resources to manage their growing business.

CAN TECHNOLOGY IMPROVE EMPLOYEE ENGAGEMENT?
Studies around the world have revealed that engagement levels have a direct impact on employee's performance and consequently on the bottom line. A well established co-relation exists between employee engagement and business results.

Retaining Talented and High Performing Management Staff

With the economy starting to pick up, proactive HR professionals want to make sure their key talent doesn’t walk out the door. But what are the most effective ways to ensure employee retention? With all the motivational tools out there, it’s hard to know which is the "right" one to use. In this issue of Astronology we examine research results prepared by the Forum for People Performance Management and Measurement. Not familiar with the Forum? The Forum’s goal is to generate a better understanding of how organizations can and should implement award / motivational programs for success. Additional, the Forum strives to examine the extent to which these programs can achieve a broad range of organizational objectives.

Retention Of Your Best Employees
Good employees are hired through your most effective recruitment strategies and finding those employees takes time, effort and money. But once you have them, how do you hold on to them? Retention of the best employees is one of the largest challenges faced by many organizations today.

Dealing with Performance Review Disagreements
What do you do when an employee disagrees with something you've written on their performance review? Here are five tips to help you prepare for potential disagreements during performance reviews and how to deal with them effectively.

How to get an employee to resign
When faced with a poor performing employee, the reaction of a number of employers is to think of an ingenious way to encourage that employee to resign. After all, it saves all the hassle of going through a performance management process, and if they resign then there is no comeback, right? Or maybe that is not the case.

Why hiring or keeping the 600lb sales gorilla is a mistake

For many years the legend of the 600lb sales gorilla or Alpha sales superstar has been strutting the hallways and boardrooms of businesses. Often revered for achieving top of the league ladder sales results, yet feared by many for their aggressive, manipulative, ego centric, demanding, intimidating antics, countless CEOâ€™s and sales managers have allowed these sales prima donnas to remain in their sales teams but at what cost to their sales team and their business?

The Two-Word Secret Weapon to Effective Leadership
“Performance Management” is a term coined by Dr. Aubrey Daniels in the late 1970s to describe a technology for managing, both behavior, and results, the two critical elements of what is known as performance. As an entrepreneur and a leader it is critical in your business.

Is Your Management Causing Employee Issues and Slow Business Growth?
Employee issues are most often symptoms of inconsistent or failing management; deal with supervisor/manager competency and impact and you not only have engaged employees but also an effective, productive and efficient organization.

Personal PR – How To Much More Than Fly Your Own Flag
On many occasions of any career, there are times where it's vital to represent yourself fully. To make the best publicity you can for 'yours sincerely'. And there are easy tactics you can use...

Employee Warnings: One Strike and You're Out
If an employee's performance needs improve, it shouldn't take a full quarter to find out whether he or she can pull it off or not. A better system can be structured so that you get the information you need about an employee's ability to turn it around sooner, rather than later.

The Value Spectrum of Performance Management

The ‘Value Spectrum' is a term we use to describe how Managers and Executives should be positioning performance goals so that their employees can significantly improve organisation performance. The ‘Value Spectrum' is part of what an employee does that adds significant value to the organisation as opposed to doing things that need to be completed as part of their core duties. Core duties relate more to the position or job description document i.e. tasks the employee already executes to a high standard but which don't help transform the organisation as a whole.

Mistakes in Performance Management
We have worked with many organisations to fine tune their Performance Management systems. In doing so, we have seen many mistakes made, not through lack of effort but rather lack of experience in this area. This White Paper outlines some of the re-occurring mistakes we have seen over many years of practice in this area.

The overuse of "people" as competitive advantage
A short piece focusing on having the right systems in place to effectively manage your talent, and thereby provide competitive advantage, rather than constantly focusing solely on the recruitment of individual talent alone.

7 Reasons for Failed Employee Probations

When a new employee starts with your company, the first few months are like a honeymoon period. You and the employee are getting to know each other, working out what makes each other tick and the employee is learning about your business. During this period, both sides work out if they are a "fit" and if the employee is not working out, then their probation is not confirmed (read - sacked). Generally probation lasts for 3 months, but in Australia under Work Choices (and where you notify the person before they commence), this probationary period can be up to 6 months.

Technology in the HR World

Technology. Its constant evolution forces everyone to keep up. In the HR world, there are many questions regarding the role of technology, as HR’s major concern is the human aspect of the working world. How can Human Resources keep the human at the forefront while using current technology for advancement? In this issue of Astronology, we explore technology and how it can be used effectively in the HR world.

Can a PEO Really Help You Manage Performance Of Your Employees?
As a small business owner myself, I see great value in using a PEO when it comes to tasks such as payroll, taxes, workers comp, government regulations, etc. There are many components to keeping my workers motivated, supervised, evaluated, and essentially happy working in my business. What could an organization outside of my industry and company culture possibly contribute to a performance review?

“Keeping The Pace” - Powerful Time Management
Do you sometimes feel like the white rabbit in Alice In Wonderland? “I’m late! I’m late! I’m late!” You might be aware of time management tips in the world but during times of increased stress your natural style emerges. So, you can decide to work against your natural time management tendencies OR you can work with your natural flow to improve your productivity.

Why Succession Planning

Succession planning is not just a nice thing to do, but rather it is a necessary process that should be in place to protect the overall health of the organization – big or small. Who is going to step into your shoes when you get promoted, have a major medical problem or leave the organization? What is your retention strategy for the individuals who are important to the success of your organization?

Training Managers to Meet Business Goals Using Work-Life Strategies

Training managers to use work-life tools is essential in creating a supportive culture and ensuring that everyone at the manager level (and, thus, those they supervise) are on the same page. When managers apply work-life programs as direct business solutions to the common issues employees face everyday, they discover that they can reduce absenteeism, turnover, and realign their teams, which is particularly beneficial when it comes to talent and performance management. Instead of using traditional training programs for managers, the authors recommend a tool that they have created—the Manager’s Solution Forum. This accelerated learning approach engages participants from beginning to end which results in an increased level of understanding and utilization of work-life as a business strategy.

Successful Succession Planning - Driven By Managing Performance
There are a number of areas to keep your eye on as part of your succession planning activities. Top of the list has to be that as you formulate your ideas to get those people organized to be top class performers, you need to know how they are doing, right now. Here are some ideas...

Performance Management - Five Steps To Success
Performance Management refers to the way in which a business involves its employees and encourages those employees to help the business grow and improve. Need to know a simple structure for implementing this system and why it is important to the overall success of a business? Read on...

Dropped Balls
If your company is still talking in terms of performance appraisal, there is a very good chance that balls are being dropped: opportunity is being missed, employee engagement is not maximized, turnover is higher than it needs to be, profit may not be maximized. Think instead in terms of performance management and realize substantial rewards.

Michael Scott, Motivation, and Just Listening
Performance Improvement too often gets pigeon-holed as either an HR or operational function. While there is a wealth of sales and marketing literature available, the fact remains that sales is the lifeblood of any business, and marketing is the vital strategic connection for business growth. Not providing performance management resources in these areas is simply not an option.

Managing a Telecommuter Successfully
If you are the kind of leader who likes to keep a close eye on your direct reports, managing a telecommuter may be a real stretch. It is doable though, and there are great rewards to be had for providing a family-friendly environment. And, the changes you make will make you a BETTER manager overall!

PERFORMANCE MANAGEMENT

Performance Management according to Wikipedia ‘ensures that goals are consistently being met in an effective and efficient manner’. So, as leaders of companies and organisations - how can we ensure this is done properly? Is there a way to resource team members, to ensure objectives are met for all concerned? What steps need to be taken to maximise the ‘buy in’ needed from both Team Leaders and Team Members?

The 360 Degree Trap
Many organizations use a 360 Degree Assessment to measure the effectiveness of leaders. I have always been a proponent of this method as it provides vital information required to improve leadership and build trust. There is a potential trap in this method if the assessment is strongly linked to compensation.

Achieve Inside Out Results through an Executive Business Coach
Many ask why the rush to hire an executive business coach? Why does this coaching process work? What does the executive business coach bring to the table?

Executive Business Coaches Help You to See the Big Picture in Business and Yourself
Why the explosion of executive business coaches? Maybe it has to due with their perspective and expertise.

Appealing As Part Of Performance Managment
Even with a well designed and implemented performance management process, there may be situations when an employee has a serious difference of opinion with the manager about his or her performance assessment.

Reviewing The Perfomance Management Effectiveness
How can we make sure that the performance management process we have designed has yielded the outcomes that we planned? Obviously, we cannot sit back and relax assuming it had before we check some parameters and standards.

Monitoring The Performance Management Process
For a performance management process to be effective, progress must be continuously monitored. Monitoring means developing a system that enables the organization to follow up on the progress of its projects and how its employees are behaving on the doing their jobs. A good monitoring system should be driven by the following directions:

Designing A Performance Management System
The design of a performance management system requires you to think about the features that would make performance management effective in your workplace. The goal is to design a performance management process that provides an accurate picture of each employee's accomplishments.

Organizational Readiness To Performance Management
Organizational Readiness to performance management is crucial in ensuring an efficient and effective evaluation of the individual, departmental, and organizational performance. Therefore, it is important that, before you develop a performance management process, other human resources management practices should be in place to support the process .

Managing Employees Performance

Measuring employee performance has come a long way from the annual performance appraisal to an on-going performance management process. In the past, managers and employees met once a year for the annual performance appraisal (review) to look back at the work done during the previous year and to evaluate what was accomplished. Human resources managers, managers/ supervisors and employees have come to realize that only looking back does little to improve performance. In recent years, there has been a shift away from performance appraisals to a more comprehensive approach called performance management.

Performance Management
A relatively new management buzz phrase, performance management, has been gaining popularity recently. Management, particularly sales management, has always been about getting results so clearly whatever sales managers have been doing prior to the emergence of this new concept should also be known as performance management. The article explains the tasks required to maximize performance.

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