Johan Prinsloo

I also volunteer to develop this idea further. One of my clients spoke about a contribution assessment, but the compass idea is certainly more appropriate.

Fiona Gifford

I’d like to volunteer to develop this definition further - I can see links to my contribution "Human Spaces" and I really like the self-coaching/ reflective questions. I'd add "What is your personal purpose?" and "Why is our/your purpose important to you?" - ties to energy, resilience and motivation.

Alberto Blanco

Welcome to the team Fiona! I am really happy to work with you :)

Tadas Karkalas

I’d like to volunteer to develop this definition further

Alberto Blanco

Awesome, welcome aboard! It is our idea now.

Kind regards,
Al

Tadas Karkalas

Alberto,

I had a very similar idea - PERFORMANCE NAVIGATOR - a tool that is beneficial to the one that is performing/contributing.

Of course, this approach raises certain requirements to the organization that would like to use it. The core is in the one of your questions, that you include in your Model: it is meaningful, driving, and passionate purpose. I think this still is a great challenge to many organizations.

Anyway, thanks for very inspiring suggestion and I hope that together with this community you will come to really useful Management 2.0 tool.

Best regards!

Alberto Blanco

Hi Tadas,

Thanks for your comment. It seems we are on the same page :)

Chris Grams

Alberto-- fantastic thinking. I really like the idea of a contribution compass, and agree that a compass is an interesting metaphor to use here. I also like the idea that this is a very personal process with the emphasis on the impact to the individual. It feels to me like if you combined your list of questions with another list focused on how people work together to achieve performance bigger than just their own personal performance (i.e for the organization as a whole) we might find some real insight.

Reading through a lot of the ideas here, it seems like a combo that helps inspire personal performance and performance of the group/organization as a whole could be really powerful. And perhaps the Compass of the organization is its core purpose or mission, which you hint at in your list of questions...your thoughts?

Bjarte Bogsnes

Alberto,

Very interesting. I like your list of questions. Even if they could be questions that "traditional HR" would recommend for a "traditional performance review", I guess it is the setting in which these are asked that makes the big difference.

Thanks,
Bjarte

PS. Should we sometimes skip the abbreviations we tend to use - doesn't Contribution Compass deserve its full name?

Alberto Blanco

Hi Bjarte,

I really appreciate your feedback. Well, I guess we can leave abbreviations for later :)

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Johan Prinsloo

I also volunteer to develop this idea further. One of my clients spoke about a contribution assessment, but the compass idea is certainly more appropriate.

Fiona Gifford

I’d like to volunteer to develop this definition further - I can see links to my contribution "Human Spaces" and I really like the self-coaching/ reflective questions. I'd add "What is your personal purpose?" and "Why is our/your purpose important to you?" - ties to energy, resilience and motivation.

Alberto Blanco

Welcome to the team Fiona! I am really happy to work with you :)

Tadas Karkalas

I’d like to volunteer to develop this definition further

Alberto Blanco

Awesome, welcome aboard! It is our idea now.

Kind regards,
Al

Tadas Karkalas

Alberto,

I had a very similar idea - PERFORMANCE NAVIGATOR - a tool that is beneficial to the one that is performing/contributing.

Of course, this approach raises certain requirements to the organization that would like to use it. The core is in the one of your questions, that you include in your Model: it is meaningful, driving, and passionate purpose. I think this still is a great challenge to many organizations.

Anyway, thanks for very inspiring suggestion and I hope that together with this community you will come to really useful Management 2.0 tool.

Best regards!

Alberto Blanco

Hi Tadas,

Thanks for your comment. It seems we are on the same page :)

Chris Grams

Alberto-- fantastic thinking. I really like the idea of a contribution compass, and agree that a compass is an interesting metaphor to use here. I also like the idea that this is a very personal process with the emphasis on the impact to the individual. It feels to me like if you combined your list of questions with another list focused on how people work together to achieve performance bigger than just their own personal performance (i.e for the organization as a whole) we might find some real insight.

Reading through a lot of the ideas here, it seems like a combo that helps inspire personal performance and performance of the group/organization as a whole could be really powerful. And perhaps the Compass of the organization is its core purpose or mission, which you hint at in your list of questions...your thoughts?

Bjarte Bogsnes

Alberto,

Very interesting. I like your list of questions. Even if they could be questions that "traditional HR" would recommend for a "traditional performance review", I guess it is the setting in which these are asked that makes the big difference.

Thanks,
Bjarte

PS. Should we sometimes skip the abbreviations we tend to use - doesn't Contribution Compass deserve its full name?

Alberto Blanco

Hi Bjarte,

I really appreciate your feedback. Well, I guess we can leave abbreviations for later :)