There is a great seminar in Reno coming up in October with some big names in HR. I hope it's a full house. I hope I can get a copy of the attendee list.
Why is the HR department responsible for performance management? How do they interact with frontline team leaders? How do they make their jobs easier, more productive? How do they help them motivate, educate, and appreciate? How do they keep out of the way and allow someone to do their job?
The article in the previous post says it. Frontline team team leaders and managers don't have SYSTEM that motivates exceptional performance. Well, I do. It's easy, enjoyable, engaging, exciting, and energizing.
I am getting more excited every day! A week ago I set up google alerts for "performance management," "performance leadership," and "management performance leadership" fully expecting I would get a few articles a day similar to what my "engaged employees," "employee engagement," and "management training" alerts generate.
Wow! Was I mistaken. There are a lot of people going in the wrong direction in the performance leadership and management arenas. It's not a matter of better software, HR, consultants, theories, five things to remember, ten tips to keep in mind, etc.
It's frontline team leadership with a system that people respect and buy into because it is the right thing to do. The right, ethical, sensible, and intelligent thing to do. It's not for everyone (no jerks, crooks, or politicians) thank goodness, but for quality leaders and managers it is an awesome way to create, energize, and retain a team of achievers focused on excellence.
My plan was to finish my book before beginning my seminars and marketing my video. But now that I know what I am selling-a Performance Management System-I think I'll get on with the video and start marketing it.
Just imagine. Entire teams of people who enjoy working together and love helping each other achieve (improve). Team pride, spirit, and synergy.
Subscribe to:
Post Comments (Atom)
.1.jpg)
No comments:
Post a Comment