Month: February 2015

Ranking employees on a bell curve is a stupid practice!

As regular readers of the blog know, I am a huge proponent of measuring performance as a way to achieve goals. In fact, I shared my own personal experience about this last year in Want to achieve your goals? The answer lies in performance measurement. And so I am always pleased when leaders in organizations […]

Encourage innovation by deliberately becoming less risk-averse

“I want my staff to be more innovative” is a statement I hear from many leaders. And the question I always ask in response is “Is your culture risk-tolerant or risk-averse?” If you want to encourage more innovation, then your working environment needs to be tolerant of risk-taking and one that encourages and supports learning […]

If you’re not careful, past successes can prove to be decision making pitfalls

Good rule for decision making: what has worked for you in the past will not always work for you in the future! There is a fine line between using one’s experience as an advantage and getting bogged down in it so that it becomes a disadvantage. The assumption most people make is that what has […]

Insist that your employees be problem solvers, not problem identifiers

Some employees are serial “problem identifiers” – they’re very good at telling you what’s wrong. Whether they’re talking about a process, a person, another department, or even their own jobs, they’re adept at pinpointing and vocalizing what is amiss. But then the unspoken assumption is that it’s your job (because you’re the boss) to fix […]

Why instant feedback is so useful

Recently, a family member suffered a partial lung collapse (it’s okay, she’s recovering 🙂 ) and part of her rehabilitation therapy is to practice breathing slowly and deeply through her nose. But old habits are hard to break, and she often forgets and reverts to rapid, shallow mouth breathing, which of course is not what […]