Leadership Inspirations – Growing Others
“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.”
Jack Welch
Respected business leader and former Chairman and CEO of General Electric (1981 – 2001)
Leadership Inspirations – The Oak Tree
“The greatest oak was once a little nut who held its ground.”
Buddhist Proverb
Author Unknown
Management Observation Program Best Practice 7 – Documented and Signed Observations
Robustly implemented management observation programs offer many benefits to the organization and its managers. At their core, each of these benefits is derived from aggregation and analysis of the performance data gathered during the observations. Enabling required data synthesis necessitates the documentation of observed occurrences and conclusions. Desired behavior reinforcement and performance improvement, not to mention manager and observation program credibility, necessitate the employee be briefed on the observations made and conclusions drawn. As with all formally documented performance appraisal instruments, the documented observation should be signed by both the manager and employee.[wcm_restrict plans=”25541, 25542, 25653″]
I understand the need to document observation findings but is having the manager and observed employee sign the observation form really necessary?
Absolutely! These signatures are a very tangible demonstration of accountability on the part of the manager and employee. For the manager, his or her signature represents ownership for an accurate and impartial evaluation of the employee’s performance and the sometimes difficult and uncomfortable communication of the performance assessment to the employee. The employee’s signature acknowledges receipt of the performance appraisal. While the employee may disagree with some or all aspects of the evaluation, signed receipt makes him or her accountable for the feedback and therefore responsible for continuing the desired behaviors and correcting the performance shortfalls identified.[/wcm_restrict][wcm_nonmember plans=”25541, 25542, 25653″]
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The Amazing Hoopla Team That Will Change Your Work Life Forever!
Admit it. The first time you heard the phrase “Hoopla Team®” – maybe last week, or last month, or ten seconds ago, in that headline – you rolled your eyes. Oh yes you did.
But if you have heard it before, you probably also heard about the remarkable turnarounds that are happening across the country when leaders get serious about the transformation of their workplace culture – a transformation that has the Hoopla Team smack dab in the center of it.
Wait a minute, you say. Did you just use the words “serious” and “Hoopla” in the same sentence? You’re darn right I did. Being serious about transformation is not the same as being “serious.” In fact, real transformation starts with a serious commitment to JOY. Fun is NOT frivolous.
[wcm_restrict]A Hoopla Team is a group of seven to ten volunteers drawn from the enthusiastic employees in your company – those special, dynamic, irrepressible folks who know how to get things done and do it with a smile. They should come from various positions and departments, and only one team member should be an executive.
The sacred duty of this team is to provide the energy and enthusiasm to sustain and accelerate breakthroughs in performance according to an implementation formula. They are responsible for continually rolling out new ideas every couple of months to power the ongoing evolution of the culture. Most important, they exist to help everyone in the organization recognize and celebrate successes at every level.
The team is also responsible for finalizing your company’s service standards and following a process to assure those standards are constantly lived with impeccability through these rollouts and quarterly celebrations.
In short, the Hoopla Team is the keeper of your culture and the driver of your vision. It’s not what they do, but how they do it that creates miraculous results.
Now if you’re imagining a lot of random, meaningless cheerleading and willy-nilly woohooing, you’ve got the wrong idea. There’s method to the madness. Hoopla Teams focus on celebrating and documenting successes not just to pump sunshine up everybody’s skirt, but to get everyone focused on what works and letting go of what doesn’t. Nothing could be more practical.
Get the picture?
The point is to get the culture change generating from the grassroots level instead of being imposed from above. In this way, everyone at all levels has more ownership of the transformation.
It takes all hands on deck to shift a culture. Supporting your Hoopla Team is crucial if you want the rest of your efforts to actually get results.
There is real magic in creating a culture of people who, instead of telling you why everything can’t be done, tell you why it CAN be done. That is the difference the Gallup organization cited when their research showed that for every $10,000 in payroll, $3,400 is lost to “disengaged employees.” You can’t afford that. And THAT is why you have a Hoopla Team.[/wcm_restrict][wcm_nonmember]
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About the Author
Roxanne Emmerich’s Thank God It’s Monday!: How to Create a Workplace You and Your Customers Love
The Dos and Don’ts of Networking
- Do treat everyone you meet with respect.
- Do ask questions of other people about their business.
- Do try to meet 3-5 new people at every event.
- Do carry business cards wherever you go.
- Do follow up when you meet people you want to get to know better.
- Don’t talk too much about yourself or your products or services the first time you meet someone (don’t sell).
- Don’t stand or sit with people from your own company.
- Don’t arrive late or leave early.
- Don’t think meeting someone one time makes them part of your network.
- Don’t talk about religion, politics, or the economy with those you just met.
About the Author
Thom Singer is the author of six books on the power of business relationships and networking, including: Some Assembly Required: How to Make, Grow and Keep Your Business Relationships (New Year Publishing, 2007), The ABC’s of Networking (New Year Publishing, 2007), Some Assembly Required: A Networking Guide for Women (New Year Publishing, 2008), and Batteries Not Included: 66 Tips to Energize Your Career (New Year Publishing, 2009). He also writes the Some Assembly Required Blog and is the creator of the free online Networking Quotient Quiz (www.nqquiz.com). Singer has over 18 years of sales, marketing, public relations, business development and networking experience in the business community, having worked for several Fortune 500 Companies and AM LAW 100 law firms. He regularly speaks at corporate seminars around the country teaching professionals the importance of cultivating business relationships to further their careers. Singer also leads training sessions as “The Conference Networking Catalyst” at large multi-day seminars focused on helping people make lasting connections with those they meet at the event. For more information about Thom Singer, visit http://www.thomsinger.com.