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Ideas to ignite your personal, team and company performance

Welcome to the Evolving Strategies monthly newsletter providing you with ideas to ignite personal, team and company performance during change. Evolving Strategies is a consulting firm helping companies and people learn, change and lead. Have a topic or challenge you'd like to see addressed? Email us. Thank you - Sandy

Leaders,
 
Many of you spent the last two months completing performance appraisals for your team members. Now, how do you inspire and influence your teams to step up and take the needed actions you discussed? Allow us to inspire you with ideas this month as we focus on Motivation,  another interacting dimension of the Burke Litwin Model of Organizational Performance and Change. Read our weekly blogs in March to learn more.
 
Our themed blogging series in February addressed the Individual and Organizational Performance dimension of the model. Performance refers to the result(s) of the individual's efforts and achievements, which is most evident when benchmarked. Your retweets and shares of each blog across various social platforms, continue to affirm your interest in our selection of articles and useful advice.
 
Enjoy,
Last Month's Recap:

Individual & Organizational Performance

No one appreciates being ear-marked as an underachiever. But how can we demonstrate or even encourage performance improvements? Some expectations are tangible and easily quantified to show progress. Yet others measures are qualitative, subjective or even elusive. Nonetheless, the individual's  contributions are weighed against organizational targets especially during the performance appraisal period.

In February, four writers offer advice: for employees to demonstrate accumulative effort through the year, on what organizations should focus on, and how evaluators can promote growth in each individual.  Build up your team members as advocates, and throw away the 'Terminator' reviews.

[Individuals] Performance Reviews: The Ugly, the Bad, and the Good (by Karen Bosignore)


“It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena– Theodore “T.R.” Roosevelt, Jr.
Facing difficulties writing your yearly self-review? How do we use a flawed even subjective performance system to our advantage? Karen offers tips to set up your review for a year-long success. Use our matrix to write a self-review with your manager in mind, for mutually beneficial work!    more
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[Organizational] What Matters Most – the Tool, the Evaluator, or the Employee? (by Renata Figueiredo)


“Proper focus of performance appraisal is to change employees behavior on the job.” – Professor Angelo S. DeNisi.
As a Human Resource professional (creating and implementing appraisal systems), have you effectively supported your peers in the organization? Renata highlights three areas where you can improve the appraisal approach.    more
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[Reviewer and Reviewee] Having a Difficult Conversation? Try being an Advocate. (by DeAnna Myers)


“While no single conversation is guaranteed to transform a company, a relationship or a life, any single conversation can.” – Susan Scott
How can we have a constructive dialogue to offer difficult feedback, that would bridge careers rather than uncomfortable walls of defensiveness? Having difficult conversations are never easy. DeAnna offers the conversational inroads to achieve goals (yours and your team's)   more
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[Evaluators] A Common Sense Approach to Performance Appraisals (by Brian Strayer)


Everybody gets so much information all day long that they lose their common sense.– Gertrude Stein
Concluding February's theme, what have we learned about giving appraisals which recipients can understand, respect and be motivated to take steps to improve? You don't have to be a rookie or go through the school of hard knocks at writing performance appraisals. Brian offers his list of best practices for you to write effective appraisals as a leader, using a good dose of common sense.    more
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About Sandy Schwan:
Sandy is the managing partner of Evolving Strategies LLC, a consulting firm helping companies and people learn, change and lead. 
Community Section
 
O'Reilly Supplier of the Year
 
Congratulations to my main mentor and father, Vince Schwan, and Omni Specialty Packaging for being awarded O'Reilly Auto Parts 2013 Vendor of the Year.







 
 
 
On March 18, the Association of Change Management Professionals - Chicagoland Chapter invites you to hear from top Change Management practitioners on how they are successfully driving change – and performance – in their organizations. Check out the list of participating organizations and presentation topics, and sign up for this learning opportunity.
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