Tag Archives: performance
A lesson in valuing your intuition
Posted on10. Jan, 2012 by susan.
When you have a decision to make, do you put more emphasis on analysis or intuition? If you believe decisions must be based on logic, it could be time to listen to your heart a little more often. That niggling doubt could be a sign you need to pay more attention to your intuition. Initially [...]
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Three situations when coaching is a waste of time
Posted on29. Sep, 2011 by susan.
Have you ever looked at someone you’re coaching – either a team member or a client – and felt you just weren’t getting anywhere? What is it that gives us that uncomfortable feeling? Looking back over my experiences, there seem to be three main factors at play when coaching just isn’t going to work: 1. [...]
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The 2 main reasons you don’t delegate
Posted on29. Sep, 2011 by susan.
In my years of coaching and observing managers, one of the main obstacles I see the majority of them face is delegation of their work. If I was to nominate one characteristic that would make the biggest difference to their chances of success (or stress) it would be the degree to which they are able [...]
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Critical skill shortage 3: Strategic thinking
Posted on06. Jun, 2011 by susan.
This is the fourth of six articles based on data about skills shortages in the banking and finance sector, collected in the Kelly Skills at Work 2010 study. See our blog for previous articles in this series. In the Kelly study, strategic thinking was identified by study participants as a key skill that is in [...]
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Critical skill shortage 1: Communication
Posted on09. May, 2011 by susan.
Last week’s article on the ‘Top 5′ critical skills in short supply in Banking and Finance generated a lot of interest. As a result of your feedback, we’re going to spend the next few weeks looking at each of the 5 areas of skill shortage in turn – beginning with communication – and give you [...]
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Your easy performance management checklist
Posted on15. Nov, 2010 by susan.
Viewers of last Wednesday’s webinar were suprised to learn that most performance management processes are a big waste of time. How do you assess the value of your process? Here’s an easy checklist: 1. Do you have all the information you need to set meaningful goals ? 2. Do all your employees get to have a [...]
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‘Performance + Rewards’ webinar recording
Posted on10. Nov, 2010 by susan.
Conducting performance appraisals and rewarding performance effectively can be two of the biggest challenges you face when managing staff. Are performance reviews something you – and your team – dread having to go through, even to the point of serious procrastination? Ever wondered how to select rewards that will really excite and motivate your staff? [...]
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The 3 C’s of performance and rewards
Posted on08. Nov, 2010 by susan.
There’s not much time for writing today as I’m busily putting the finishing touches on tomorrow’s webinar. If you are planning to reward good performance in your team, here are three things to remember: 1. Always be clear about what you will reward, when and how. Let your team know what you will be measuring [...]
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The one thing you need to know about performance…
Posted on21. Sep, 2010 by susan.
…and retention. Warning: What you are about to read is so obvious you’ll wonder why you haven’t already used it in selection and performance management! Enjoyment Performance Theory states that an individual will perform more effectively in a job if that individual: 1. Enjoys the tasks required by that job; 2. Has interests that relate to the [...]
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3 simple ways to get more done
Posted on03. Aug, 2010 by susan.
Did you know you can be more effective, for longer periods, if you pay more attention to what you’re doing? (We covered the possibility of doing less to achieve more in an earlier post on multi-tasking.) Driving a manual car recently after many years of driving automatics – and the extra concentration that required to get [...]
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1 in 3 candidates lie. Will you hire a liar?
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susan: Thanks, William, for your comment. Your approach ...
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William Mills: Our CVP is well understood and most importantly it...
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John Drury: Hi Susan I totally agree with your article. Coa...
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