If you are interested in change in organizations, I urge you
to complete the Challenge of Change in Today's Organization survey today. I'd love to get 250 responses before I close it in a few days. It should take you 3 to 5 minutes.
I don't want to make too much of these preliminary findings,
but there are some responses that surprised me. I think we may learn some
important things from the final results. And, of course, I will report the
findings in this newsletter.
I will close the survey next Monday (May 4) at 9 AM EDT (-5 GMT.)
Here is the link.
I'm All aTwitter
I have entered the world of Twitter.
Not sure how long I'll last. (I don't care much for real small talk, and even
less for virtual small talk.) But if you twitter (or whatever the correct term
is), you can follow me at twitter.com/rickmaurer2 And I promise that I will not
tell you what I had for lunch today or what traffic is like this afternoon in the DC area. Values and Performance Reviews
I've got a question for you.
A client with the federal government asked me a good
question. She had been told by her Human Resources Department that she could
not list values such as teamwork, respect for others, as performance indicators
in the appraisal process. She could only evaluate performance in the narrowest
possible definition.
I think about well-run organizations like GE that see the importance
of rating a person's values with regard to the business as well as the more
tangible measures of success (profits, costs reductions, etc.)
Please tell me the HR person was wrong and that there are
examples of government agencies in the US that evaluate values along with
more traditional performance outcomes.
