Performance gaps are those pesky realities that plague our workplaces with inefficiency and ineffectiveness. Gaps between what is and what should be, keep us from realizing what is possible. If you own or manage a small- to mid-size organization, you can probably list a few gaps off the top of your head.
The adage, “admitting there’s a problem is the first step toward fixing it” could be stated, “knowing there is a performance gap is the first step toward closing it.” But knowing that a gap exists doesn’t tell us what is causing it and what we should do about it. In order to close a gap, we have to have a process to evaluate the source(s) and develop appropriate solutions. READ MORE »
Maybe it was the was the influence of being a child in the 70’s and the impression I got from those great movies like Saturday Night Fever, Roller Boogie or Xanadu, but I have always found great inspiration from all things DISCO. So, a few weeks back, I was reminded of this when I was shopping with a good friend in an eclectic boutique. The store had many cool things for sale, but the one thing I wanted to buy was a disco ball. Unfortunately, the shop owner was not willing to part with this, so I decided to just go ahead and order one online. I was so excited when this arrived! I took it straight to my office at the college and decided that it had to be installed in that office. READ MORE »
Anyone who has been in the workforce for any length of time is familiar with the traditional discipline model. First you get a verbal warning, followed by the first written warning (on the heals of the statement “I’m going to have to write you up.”), which can escalate to a final warning before termination.
At one company I worked for we used to joke about how many final warnings someone would get before termination. Employees would know they probably had a final final final warning before they were let go because supervisors would rather suffer through a low performing employee rather than have no one on the job. The work didn’t go away even if they employee did. READ MORE »
Ruth Graham writes, “It is difficult to trust things that change. Trust is built on the assurance of constancy.” It’s almost cliché to say that we live in times of constant change – we know more change than we do steadiness. Fourth generation (4G) mobile technology is being released and I didn’t even know there was such a thing as generations of technology! The iPod was launched in 2001 and is in its 6th generation, meaning that the technology is waaaayyyy better today than it was in 2001, right? Besides technology, we see change everywhere around us. Egypt is in the midst of a chaotic change to its political system as individuals take to the streets demanding to be heard. Companies have had to react to economic changes, forcing some to shut their doors for good, others to lay off scores of workers, while others took the opportunity to reinvent themselves to survive and thrive rather than fall victim of the recession. READ MORE »
As leaders we often have team members come to us because of a relational or strategic logger jam that is impacting the workgroup. And more often than not they are looking to you, the leader, to fix it for them. So being the good leaders that we are we jump in and start problem-solving. After all, we have the insight, experience and position to push the team to resolution, right? READ MORE »