Seize Tomorrow! Resources for Leading Change and Managing Successful Transitions

Reflect...then Act. Jumpstart your Team for 2010

December is a perfect time for business leaders to reflect on the year's goals and accomplishments. Take the time over the next few weeks to slow down, and give yourself the time and space to consider what you and your team successfully completed this year, where you are satisfied with your progress against goals, and what areas need focus in 2010. And then, as the New Year rolls around... ACT!

 

• Make a SMART plan for 2010- one that is Specific, Measurable, Achievable, Relevant and Timed
• Design a strategic 90 day project- harness the energy of the first quarter 
• Hold a team jumpstart meeting - align, energize and connect your employees for superior performance

Contact us if you want to learn more about how we can help you with any of these options. Enjoy the holiday season!

 

Are You Making Employee Feedback Count?

One of the most important responsibilities for business leaders is giving employees the feedback they need so that they can develop, and having a practice of continuously making well grounded assessments of your employees so that you are leveraging your most precious resource:  your employees and their potential.  

I was asked to speak on giving feedback to a TAB peer advisory board in Union tomorrow.  While preparing, I came upon some favorite resources that I have collected over the years.  Here they are for your benefit.

It all starts with well developed and communicated expectations for the role - click here for our worksheet Key Accountabilities.doc

Need help with approaching the conversation - check out these guidelines:  Initiating Feedback Conversations or this article: Learn to Be Constructively Critical

Here is an example of a appraisal form your organization can adopt to ensure all employees are getting relevant feedback on an ongoing basis: Performance Appraisal Form

Don't shy away from this responsibility!  In addition to the growth and alignment of the great employees you have, this is an opportunity to evaluate where you are settling for mediocrity and take the required steps to move employees who are not performing up to standards out of your organization.  

What do you find are some of the best practices?  As a leader are you making the time to invest in your people on a routine basis?