http://www.decision-wise.com/blog Expert advice and best practices on leadership develompent and employee engagement. Tue, 07 Feb 2012 14:52:37 +0000 hourly 1 http://wordpress.org/?v=3.0.1 http://www.decision-wise.com/blog/2011/02/02/how-are-restaurants-doing-better-than-you-might-think/#comment-2078 Azat Tue, 07 Feb 2012 14:52:37 +0000 http://www.decision-wise.com/blog/?p=715#comment-2078 I bevleie that good managers do a lot more listening.Employers often promote their best production people into management roles, but neglect to train them.What to some of these new managers do? They tend to tell the people who work for them what it was that made them good in a production role, and come off as the “know-it-all with poor listening skills.”Different skill sets are required to be a good manager, and companies that invest the time in management training, improve their chances at having successful managers in place. I bevleie that good managers do a lot more listening.Employers often promote their best production people into management roles, but neglect to train them.What to some of these new managers do? They tend to tell the people who work for them what it was that made them good in a production role, and come off as the “know-it-all with poor listening skills.”Different skill sets are required to be a good manager, and companies that invest the time in management training, improve their chances at having successful managers in place.

]]> http://www.decision-wise.com/blog/2011/03/28/turn-work-into-play-increasing-employee-engagement/#comment-1803 Carol Sinclair Thu, 19 Jan 2012 20:50:17 +0000 http://www.decision-wise.com/blog/?p=778#comment-1803 I use Cziks work all the time, with athletes in my sport psych work and in my own day to day dealings - love it. thanks c I use Cziks work all the time, with athletes in my sport psych work and in my own day to day dealings – love it. thanks c

]]> http://www.decision-wise.com/blog/2011/11/09/can-people-really-change-and-is-it-worth-the-effort-to-try/#comment-1730 lodix Thu, 05 Jan 2012 16:48:37 +0000 http://www.decision-wise.com/blog/?p=967#comment-1730 This is an inspiration but how do you get others to see the change? It matters and you make a change but others continue to see and judge you by the "old" you. What then? This is an inspiration but how do you get others to see the change? It matters and you make a change but others continue to see and judge you by the “old” you. What then?

]]> http://www.decision-wise.com/blog/2011/08/18/why-coaching-models-dont-work/#comment-996 Wes Avants Sun, 25 Sep 2011 20:13:59 +0000 http://www.decision-wise.com/blog/?p=923#comment-996 Tracy, Your post is right on target. I liked the way you presented coaching models as a place to begin, but with the acknowledgement that transformative coaching is a much more profound, more mysterious - a much more HUMAN dynamic that simple formulas or steps will ever capture. Effective coaches have been shaped by their willingness to do the difficult work of self-awareness and the discipline of making wise choices. Coaching models have value, but are too often represented as a quick and easy path to coaching excellence. Thanks for having the courage to point this out. Tracy, Your post is right on target. I liked the way you presented coaching models as a place to begin, but with the acknowledgement that transformative coaching is a much more profound, more mysterious – a much more HUMAN dynamic that simple formulas or steps will ever capture. Effective coaches have been shaped by their willingness to do the difficult work of self-awareness and the discipline of making wise choices. Coaching models have value, but are too often represented as a quick and easy path to coaching excellence. Thanks for having the courage to point this out.

]]> http://www.decision-wise.com/blog/2011/07/12/10-tips-for-using-360-degree-feedback-for-performance-appraisal/#comment-884 Dr. Tracy Maylett Fri, 16 Sep 2011 15:14:38 +0000 http://www.decision-wise.com/blog/?p=881#comment-884 This very discrepancy is exactly why 360s are so important. Typical performance appraisals measure the "what"-- those operational metrics held in high regard by the supervisor typically conducting the top-down appraisal. However, it is quite possible for an employee to meet all operational objectives (to be average at achieving the key performance indicators, as in your example), yet leave a wake of personal destruction in his/her path. The second part of this equation-- the "how" he/she went about it-- would be brought out in the 360. This very discrepancy is exactly why 360s are so important. Typical performance appraisals measure the “what”– those operational metrics held in high regard by the supervisor typically conducting the top-down appraisal. However, it is quite possible for an employee to meet all operational objectives (to be average at achieving the key performance indicators, as in your example), yet leave a wake of personal destruction in his/her path. The second part of this equation– the “how” he/she went about it– would be brought out in the 360.

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