Constructively critical business performance assessments often present executives and managers with a difficult to accept performance message. While intended to improve overall organizational performance, leaders may take these assessments as an affront to their authority or condemnation of their performance and some leaders may even retaliate against assessors. Additionally, lead assessors and team members seeking to gain the approval of those executives and managers who may positively influence their careers might themselves be overly concerned about the evaluation’s messaging.
https://www.strategydriven.com/wp-content/uploads/CrossedFingers.jpg565849Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2014-04-01 06:15:042018-12-16 18:51:29Business Performance Assessment Program Warning Flag 6 – Massaging the Message for the Boss
These days, more people than ever use technology, including mobile devices, to conduct their professional and personal business. Companies of all sizes place incredibly valuable data in cloud-based repositories, and hackers are constantly testing new ways to gain access. For these reasons, it’s more important than ever to safeguard vital assets with sound cyber security […]
Question: What can we do to clean up decision-making habits in my workplace? No one seems to know who is making which decisions and it’s driving us all crazy! StrategyDriven Response: (by Roxi Hewertson, StrategyDriven Principal Contributor) Leaders get into trouble far too often simply because they don’t have good decision-making protocols in place on […]
https://www.strategydriven.com/wp-content/uploads/DecisionProtocol.jpg403425StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2014-03-26 06:13:352016-05-02 16:51:47The Advisor’s Corner – How Do I Establish a Decision-Making Protocol?
Organizations expend significant personnel and financial resources on well-performed business performance assessments and the implementation of follow-up performance improvement actions. To reap the appropriate return on their investment, executives and managers must carefully select the self assessments to be performed such that they directly support achievement of organizational goals and values while mitigating its most significant risks.
https://www.strategydriven.com/wp-content/uploads/IdentifyRiskAssessments.jpg283425Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2014-03-25 06:53:372018-12-16 16:54:48Business Performance Assessment Program Best Practice 11 – Identify Risk-based Business Performance Assessments
In times like these, when businesses are either bracing for the second wave of economic crisis or scared the employees will walk away on the road to recovery, communications professionals have the opportunity to help businesses prepare for either inevitable circumstance. And since study after study tells us that the most important driver to employee […]
Not all decisions are made in the boardroom. Employees make decisions that affect the organization, its reputation, and financial well-being every day. It is important that these decisions be well aligned with the organization’s values and mission goals. Thus, employees should embody a conservative decision-making approach; being adverse to incurring risks that would make their actions unaligned with the organization’s direction.
Like most of us, I assume I understand what my communication partner is saying and respond appropriately. I don’t think about it; I just do it. I don’t realize anything is wrong until it’s too late. But why do I make that assumption? I was never taught how to hear what others meant to convey.
https://www.strategydriven.com/wp-content/uploads/BusinessDiscussion.jpg300450StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2014-03-14 06:20:232018-07-31 20:42:06How to Listen to Hear What’s Intended
Question: How can I navigate ‘touchy’ subjects with my staff? StrategyDriven Response: (by Roxi Hewertson, StrategyDriven Principal Contributor) If you read no further, remember this – it is a fact that “the truth will set you free!” What is also a fact is, HOW you share your truth matters as much or more than WHAT […]
https://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.png00StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2014-03-12 06:00:592015-09-17 23:51:02The Advisor’s Corner – How Should I Address Sensitive Subjects With My Staff?
Something is not right… performance seems okay but the organization is not moving forward, not learning, not developing, as it should. The spark of innovation, the passionate drive to excel is gone from the leadership team and workforce. Sales may be stagnate or declining. Or perhaps asset experience one too many failures to be considered normal.
They say the road to hell is paved with good intentions. In 1825, to deal with the “Indian Problem,” the US Congress formed a region known as “Indian Country,” lands West of the Mississippi (today Oklahoma). Their intentions were good. “The removal of the tribes from the territory which they now inhabit would not only shield them […]
https://www.strategydriven.com/wp-content/uploads/Base3000x3000-SDEPP.jpg30003000StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2014-03-06 06:43:392016-06-11 16:14:04StrategyDriven Editorial Perspective – Good Intentions, Bad Results: Learning from the Panic of 1826
A VETERAN OWNED SMALL BUSINESS | Call or text now for a FREE consultation: +1 (770) 765-3692 | Website Login
Business Programs
Business Performance Assessment Program Warning Flag 6 – Massaging the Message for the Boss
/in Business Performance Assessment Program, Premium/by Nathan IvesConstructively critical business performance assessments often present executives and managers with a difficult to accept performance message. While intended to improve overall organizational performance, leaders may take these assessments as an affront to their authority or condemnation of their performance and some leaders may even retaliate against assessors. Additionally, lead assessors and team members seeking to gain the approval of those executives and managers who may positively influence their careers might themselves be overly concerned about the evaluation’s messaging.
Top 10 Cyber Security Tips
/in Practices for Professionals, Risk Management/by Bill CareyThese days, more people than ever use technology, including mobile devices, to conduct their professional and personal business. Companies of all sizes place incredibly valuable data in cloud-based repositories, and hackers are constantly testing new ways to gain access. For these reasons, it’s more important than ever to safeguard vital assets with sound cyber security […]
The Advisor’s Corner – How Do I Establish a Decision-Making Protocol?
/in Decision-Making, The Advisor's Corner/by Roxi HewertsonQuestion: What can we do to clean up decision-making habits in my workplace? No one seems to know who is making which decisions and it’s driving us all crazy! StrategyDriven Response: (by Roxi Hewertson, StrategyDriven Principal Contributor) Leaders get into trouble far too often simply because they don’t have good decision-making protocols in place on […]
Business Performance Assessment Program Best Practice 11 – Identify Risk-based Business Performance Assessments
/in Business Performance Assessment Program, Premium/by Nathan IvesOrganizations expend significant personnel and financial resources on well-performed business performance assessments and the implementation of follow-up performance improvement actions. To reap the appropriate return on their investment, executives and managers must carefully select the self assessments to be performed such that they directly support achievement of organizational goals and values while mitigating its most significant risks.
The 6 Secrets to Effective Manager Communications
/in Business Communications/by Jeremy HendersonIn times like these, when businesses are either bracing for the second wave of economic crisis or scared the employees will walk away on the road to recovery, communications professionals have the opportunity to help businesses prepare for either inevitable circumstance. And since study after study tells us that the most important driver to employee […]
Human Performance Management Best Practice 12 – Conservative Decision-Making
/in Decision-Making, Human Performance Management, Premium/by Nathan IvesNot all decisions are made in the boardroom. Employees make decisions that affect the organization, its reputation, and financial well-being every day. It is important that these decisions be well aligned with the organization’s values and mission goals. Thus, employees should embody a conservative decision-making approach; being adverse to incurring risks that would make their actions unaligned with the organization’s direction.
How to Listen to Hear What’s Intended
/in Business Communications, Practices for Professionals/by Sharon Drew MorganLike most of us, I assume I understand what my communication partner is saying and respond appropriately. I don’t think about it; I just do it. I don’t realize anything is wrong until it’s too late. But why do I make that assumption? I was never taught how to hear what others meant to convey.
The Advisor’s Corner – How Should I Address Sensitive Subjects With My Staff?
/in Business Communications, The Advisor's Corner/by Roxi HewertsonQuestion: How can I navigate ‘touchy’ subjects with my staff? StrategyDriven Response: (by Roxi Hewertson, StrategyDriven Principal Contributor) If you read no further, remember this – it is a fact that “the truth will set you free!” What is also a fact is, HOW you share your truth matters as much or more than WHAT […]
Business Performance Assessment Program – Combination Assessments
/in Business Performance Assessment Program, Premium/by Nathan IvesSomething is not right… performance seems okay but the organization is not moving forward, not learning, not developing, as it should. The spark of innovation, the passionate drive to excel is gone from the leadership team and workforce. Sales may be stagnate or declining. Or perhaps asset experience one too many failures to be considered normal.
StrategyDriven Editorial Perspective – Good Intentions, Bad Results: Learning from the Panic of 1826
/in StrategyDriven Editorial Perspective/by Cara WickThey say the road to hell is paved with good intentions. In 1825, to deal with the “Indian Problem,” the US Congress formed a region known as “Indian Country,” lands West of the Mississippi (today Oklahoma). Their intentions were good. “The removal of the tribes from the territory which they now inhabit would not only shield them […]
Podcast: Play in new window | Download (Duration: 11:10 — 15.6MB)
Subscribe: RSS