 |
Tell your directs that negative feedback isn’t about punishment; it’s about doing things better. It is about the future.
|
143 |
 |
Do you want to risk short-term problems, or do you want to shield people from relevant external information… ultimately to undermine an organization’s future?
|
81 |
 |
We have to be constantly vigilant. Past success tells us nothing about the future.
|
102 |
 |
…our success in meeting the challenges of the past tells us little about a future that constantly throws new problems and opportunities at us.
|
113 |
 |
Successes that come quickly, as long as they are unambiguous and visible, demonstrate that a vision of the future has credibility.
|
175 |
 |
These four characteristics – simplicity, frequent interaction, focus on the future and self-tracking – are the foundation for a successful performance management routine.
|
249 |
 |
The new purpose of business – and the future of way – has to include maximizing human potential.
|
7 |
 |
If your organization depends on high-quality graduates, be proactive about creating high school and college experiences for your future workforce.
|
48 |
 |
Most employees get a sense of the demands of their future job during the recruitment process. But too often, reality doesn’t match what was advertised.
|
52 |
 |
Taking a purposeful approach to the employee exit process will get you the right analytics to make future decisions about your culture and create ambassadors who can enhance your employment brand.
|
71 |
