Coaching is everywhere, right? At work, you hear about performance coaching, coaching cultures, coaching conversations, executive coaching and so on and so on. Of course, coaching is also integral in sport and in other professions where performance is key. Generally, coaching should be a beneficial
To be successful with any task or activity, you need to be engaged with it, particularly at work. Increasing employee engagement at work has been shown to directly relate to organisational success – profitability, productivity, customer loyalty and reduced levels of absenteeism and turnover. Only
Like an athlete needs regular practice and ‘stretch’, so do employees, particularly those with strong aspirations and potential to advance.
The 9-Box grid is the most commonly used talent framework. Talent is placed into one of 9 boxes based on potential and performance.
Most performance appraisal systems in organisations today are highly proceduralised and bureaucratic. is it time for a fresh approach?
All theories of organisational development and management are based on metaphors and implicit images that shape how we see, understand and imagine organisational life.
More organisations are using strengths-based conversations in performance management and reducing the focus on the annual appraisal.
Strengths-based approaches are one of the fastest growing trends in human resources. They can improve employee engagement and productivity of 40%
There is a strong connection between the application of personal strengths and employee engagement and performance at work …
Organisations need to be on the lookout for risks caused by overplayed strengths – when strengths go into overdrive and cause performance problems.
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