Posted on February 20th, 2009 by Aaron The Great
These four characteristics—simplicity, frequent interaction, focus on the future, and self-tracking are the foundation for a successful “performance management” routine. In the basic routine below we describe some of the questions many great managers ask to learn about their employees and the format they usually follow. Our purpose is not to tell you exactly what to say, or how to say it, or to whom, because that would be cumbersome and artificial—you will of course want to adapt the questions and tools to your own talent and experience.
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Filed under: Communication, Leadership, Management, Motivation
Posted on February 12th, 2009 by Aaron The Great
I know you have all seen this in your day. There is a good salesman who is excellent at what he does. He closes the sales and brings in the accounts and is successful in almost every way. The management group is so impressed with him that they do what? Promote him to manager! Why? Because that’s what we think is the right next step in the old fashioned career ladder.
Many times that recently promoted salesman fails. Sometimes they fail miserably because their talent isn’t in managing others, it’s in closing the sale.
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Filed under: Leadership, Management, Training
Posted on February 2nd, 2009 by Aaron The Great
Great Managers, as soon as they realize that a weakness is causing the poor performance, switch their approach. They know that there are only three possible routes to helping the person succeed. Devise a support system. Find a complementary partner. Or find an alternative role.
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Filed under: Leadership, Management, Motivation, Training
