Traditional performance management implies someone higher in the hierarchy is managing my performance. People can only manage their own performance. The empowered and adaptive management model requires moving from traditional command and control to one th...
Contribute: to play a significant part in bringing about an end or result. (Merrian-Webster.com)Compass: device for determining direction. (Merrian-Webster’s Pocket Dictionary)First and foremost, the new model must be extremely valuable for the user (i....
The name "Mastery Feedback Loops" is derived from Daniel Pinks' Drive. In it, he identifies three intrinsic motivations in the workplace: purpose, autonomy and mastery (to which I would also add identity, to account for the social nature of the...
Human Space is co-created; by leaders and their teams in collaboration. The main differences to PM are:1. The cascade of goal setting is replaced by a team and/or one-to-one dialogue about the purpose of the organisation and the purpose of the team and in...
The "management" piece is traditional performance management typically assumes top-down control--that is, someone higher up the chain is supposed to ensure that their "direct reports" are delivering the expected performance. The hierarchical approac...
The conventional model of Performance Management puts too much emphasis on the performance indicators and not enough on the performer. It also assumes that performance is simply a matter of doing the right things: follow the formula and you will get the d...
As a manager I would want to know whether my employees and colleagues are working for the organization or against it, and that they were being the best versions of themselves – without having to make any compromises of their character.Unfortunately in m...
Wikipedia's definition correctly establishes that: "Performance management includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focu...
We need a Performance IMPROVEMENT system, not a performance RATING System. Most traditional systems are designed to look backwards and document and rate PAST performance. Since we cannot change the past, our focus should be on taking...
For keeping up with complexity, I emphasize the dialoque about what 'your performance' means, what the impact is on the environment. How people experience your performance is at least as important as an objective measurement of it. Get to know the impress...