In an ideal world, performance reviews can be used as a motivating tool for communicating performance expectations to employees and providing them with feedback. Yet for many managers, performance reviews seem to create more problems than they solve.
We’re overwhelmed with choice; not only in everyday life, but also in our work. For many people managers, this is a barrier to leading people for high performance.
One thing many poor leaders have in common is that they are simply not aware that they’re just bad people managers. Frequently they actually think they’re good. And if they’re aware on some level that they’re not that great, they’re often not willing to admit it to anyone, least of all themselves.
It’s quite amazing what dead men don’t do. But dead men can teach you something about Effective Leadership.
I’ve just been reviewing a case study on the outcomes of Effective Leadership consulting, training and support work we’ve been undertaking with one of our clients. There were key leadership problems described which echo what I’ve been hearing from many clients and prospective clients.
Similar problems have been highlighted in a recent report from the Center for Creative Leadership. They regard the gap between current leadership bench strength and future leadership demands as a serious liability for organisations.