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Lessons Learned about Planning
Lessons learned about planning.

Other performance processes Related Articles

Hiring for the 21st Century
Workforce productivity is the driving force for success in the 21st century, yet many employers are not realizing the levels of productivity from the Human Resources function they could be. The challenge for HR functions within organizations is to implement hiring processes that enhance the productivity of an organization’s workforce. Implementing hiring processes that enhance productivity means hiring more qualified people who are a good fit for the jobs they will be performing, and who become productive more quickly and achieve higher levels of performance. The issue today is how HR accomplishes this task in the most modern, legally compliant, objective, nondiscriminatory and cost efficient manner possible.
Managing Performance: How To Conduct A Performance Review Right
One of the most common questions we get asked is: "We need to do annual performance reviews. Do you have a performance review form that we could use?" While admirable that the need to conduct a performance review is recognized, the purpose is often lost in the frenzy of filling out forms, setting up meetings with employees, and sitting through awkward, contrived discussions with them about their performance. The performance review is about managing and improving performance. It should be a motivating, inspiring process conducted not just once a year, but on a regular basis. In this article, we'll discuss how to effectively manage performance and provide tips for how and when to conduct a proper performance review.
Role of Leadership in Planning
Executives love to talk about planning… most complain their processes don’t work very well. Harvard Business Review reports that only 11% of CEOs believe that strategic planning is worth the effort. Most planning processes are too complex, and only document decisions already made. CEOs have the responsibility to make their planning processes effective; I believe the key is to keep the processes simple and focused.
Dealing With Over-Rated Confidence In Employee Performance Reviews
With good employee performance review processes, you have the employee complete a self rating before you meet. Generally many employees rate themselves quite hard, or on par with your views of their performance. But what do you do if the person has rated themselves as exceptional on many areas and you think they are borderline competent (at best)?

Master Your Game: Leveraging "Who" and "How"
As a leader, you will turbo charge your organization when you shift from a narrow focus on processes and results (what you are doing and the results you need to achieve) to transforming the players in your team (who you need to execute these processes). Leaders with great communication skills have the power to shift people's self-perception and improve their potential. When you understand who your people are and are able to assist them to be brilliant in how they undertake the business processes, success will follow.

One small step for you: One giant leap for your Organization
Times are tough in the business world; very tough in some countries. Regular reports indicate that this is the worst Global Financial Crisis we’ve experienced since WW11. It has made leaders stop and rethink the way they have been doing things. It has made them reevaluate their systems and processes in order to ascertain just how successful they really are. Performance Development Programs (PDP’s) are one way that your organization can improve workplace productivity. Implementing new systems and processes is laborious at first; however setting up and using PDP’s is essential if you are serious about increasing business productivity. They don’t have to be complicated, in fact the simpler the better. When done properly they are a valuable resource for not only you but for your employees as well.
Increased Marketing Efficiency Can Be Delivered Through Regular Process Benchmarking
With the increasing fragmentation of media and communications channels and the diversity of audiences the number and types of processes engaged as a part of marketing communication has multiplied yet often the performance efficiency of these processes is left largely unchecked and without regular process benchmarking.
Inspiring and Energizing with Strong Verbal Communications
We can't inspire and energize people with memos, mission statements, data and analysis, charts, goals and objectives, measurements, systems, or processes. These are important factors in improving performance. But that's management, not leadership.
Coaching Training Part 2: The Sale Performance Equation to Excellence
When managing a sales department, the role of a true sale coach comprises all the skills, traits, tools, and processes necessary to drive greater team performance. Sales coaching is not just an activity, but rather a strategic role the manager must evolve to in order to realize his/her full potential. EcSELL Institute introduces the new Sales Performance Equation(TM), which defines these elements.

Coaching Training Part 3: The 3 Elements of Sales Coaching
To perform at the highest level, a sales manager cannot merely be great manager who drives processes, but never captures the hearts of employees. Likewise, even the best leaders who can effectively collaborate with those on their teams, but never pushes them into the high growth mode of complexity, will not be able to maximize results. It is only when sales coaches are able to effectively manage processes, lead collaboratively, and coach their teams into complexity that they will truly be able to enter the high performance zone.
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