How do you eat an elephant?
One bite at a time.
(Not that we advocate eating elephants, that is!)
Ask any new (or seasoned) manager what he/she most struggles with, and you're likely to hear something like this:
- Managing performance takes so much time!
- I hate doing all those performance reviews!
- Review conversations make me really nervous!
We'd like to re-frame this thinking a bit. We believe that performance management is a process, not an event, and should be treated as such. Many leaders spend a great deal of energy (and lose a lot of sleep!) on planning for and conducting the review conversation. Then, they and their employees are both nervous, and the conversation often doesn't lead to the desired results. Instead, we encourage leaders to think of managing performance as something they attend to every day in every interaction with their direct reports. Consider:
The quick chat at the coffee pot
The drop-in to check on a project
The email saying "great job in the meeting"
The thoughtful delegation of a major project
The corrective feedback delivered in the moment
All these interactions are examples of managing performance. By spending time with your employees, you will get to know their strengths, weaknesses, goals, and aspirations. By maintaining awareness of developing people, in every interaction, you will find that "managing performance" becomes more routine and less stressful. And we bet that even those review conversations will be much more palatable.
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CaseCard News
 We knew the world was shrinking, but we are still happily surprised at how quickly our product has gone global!
We are pleased to announce that CaseCards are being used all over the U.S., from east coast to west. Currently, we have customers in seven countries and counting!
Wherever you are, we'd like to say . . .
Danke schön! Shukran! Muchas gracias! Terima kasih! Kamsahamnida! Thank You! |
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In the Trenches
Performance Management Deck debuts
Shortly after our Performance Management deck became available, one of our users reported she had used the cards in a coaching workshop for managers in a manufacturing facility. After sharing and demonstrating her favorite model for coaching, the trainer divided the participants into small groups. She selected 3 scenarios from the deck that best fit this particular culture. Small groups role-played the scenarios, following the coaching model. Afterward, the whole group was able to debrief not only their coaching skills but also the various approaches to the familiar situations. Participants came away with new skills they could start applying on their jobs that very afternoon!
Have a similar story to share with us? Visit our Facebook page, and tell us how you're using CaseCards!
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