Below you'll find a list of all posts that have been tagged as “performance”
3 minute read In this article, we highlight the Google research conducted on creating and driving high-performing teams. This was called Project Aristotle – named after Aristotle (BCE 384 – BCE322) the famous Greek philosopher who is attributed (some experts say incorrectly) with the quote… …”the whole is greater than the sum of the parts” attributed to Aristotle Side note, this project was conducted in 2015…but is still very relevant in a post-COVID world. 5 keys to performing teams The …
If you employ people, chances are that you’ve had to consider a difficult conversation with one of them around their performance. Chances are, this has also generally been a behavioural issue so it’s been challenging to try and describe what you’ve been unhappy with in concrete terms… and this has caused you to worry about getting the conversation wrong. Sound familiar to you or a business you know? If it does, you’re certainly not alone . We believe there are …
Getting sick is a fact of life but what happens when an employee is also starting to slowly under-perform and you’re finding it hard to broach the topics? This scenario is made all the harder because you know: If you terminate an employee for taking an entitlement to leave, you’ll face some very stiff consequences (called an ‘adverse action’). If you manage the employee’s under-performance and in any way make it because of taking leave – there remain stiff consequences …
Chances are that regular readers and clients will have heard me quip at least once that ‘if I could earn a dollar just for kick starting a discussion about performance with employees I’d be a very wealthy man‘! This is perhaps a slight exaggeration but it has its basis in the fact that I’m regularly involved in discussions about an employee ‘just not performing’ or ‘not being part of the team’. For the record, if you own or manage a …
Leading your team through change at work can be fun… … just as working out how to influence people to deliver positive outcomes for your stakeholders can be energising. Personally, I’ve found that working in environments where people can be their best selves at work, and where managers tap into people’s interest in doing good quality work, is good for the soul. But some conditions can make that work easier or harder… I was recently listening to a podcast …
If you said having to address an employee’s bad body odour then you’re certainly not alone! The first time I heard this example from someone, I was struck by the terror they felt at getting it wrong. They hadn’t started the day to cross socially acceptable boundaries like this let alone with an employee with protections from a poorly handled insult to their dignity! Given I recently heard this as yet another example of the worst conversation to have with an …
A thought from the desk of Clare Mullen During my last Gestalt* training weekend, I was reminded of something that I first learned when I was introduced to the idea of complex adaptive systems and our role in them. We are all changed by the interactions we have with others Each interaction you have today will change the world. As captured in the Sliding Doors films, every decision you make sets off a potentially different chain of events. We can’t …
