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February 22 2014

cowardlyitinera54

Managing Operation: What Would Socrates Do?

Managing Operation: What Would Socrates Do?

The Worth of Performance Direction

As we turn the corner and head in to the final months of 2011, a lot of companies will begin the procedure for evaluating how good workers performed against expectations. For many, it's an institutional ritual that should be done to fulfill a deadline on the HR calendar. For the others, it is an opportunity to increase the potency of human funds and guide further development. Handling functionality is a fundamental direction area - ensuring employees understand the business's scheme, how occupation duties link to particular aims and discovering the extent to which attempts interpreted into quantifiable consequences. Performance management systems take on several forms, from freestyle stories and check the carton competence lists to more detailed MBO processes. No matter how it is done, the target of any efficiency management system would be to maximize individual operation in the pursuance of company goals. So, the real value in any efficiency management process is the exchange of information that takes place between an employee and his/her manager - a dialogue that not only covers what went right and what went wrong, but also uncovers the root cause of performance problems, the required corrective actions, advice / guidance on distinct approaches, suggestions for livelihood development and the agreed upon activities to close indentified gaps. In essence, good performance direction is a set of interactions that transcend the particular procedures used.

Learning from the Finest

Most of us remember Socrates (and his student, Plato) as required reading in philosophy class. These days, and outside of the academic setting, Socrates has a great deal to educate us about uncovering the facts through constructive dialogue, sense and self-examination. Not astonishingly, these happen to be crucial elements of effective performance management. Socrates used a technique known as the Socratic Approach - a sort of question that draws learning from within. This is what a good Collaborative Teams trainer does - helps you reach your potentiality by further developing the capacities that already exist. Human performance is a function of conscience thought and actions, where thinking drives behavior and behavior drives results.

Comprehending the Approach

Too often, performance management discussions are limited to reviewing outcomes, activities and the justification for differences to strategy. What we desire to attain is an open dialogue that supports unrestricted interest, helpful comments, challenging assumptions, and probing queries. These are typical behaviors exhibited in a true learning organization.

If we desire to enhance the functionality of the organization, we must focus on the operation of the person.

Employing the Procedure

The 4 types of questions recorded below provide a discussion group for productive exchange in researching presuming, behaviour and effects; these questions can be changed to fit a specified set of conditions. The important point to remember is that questions like these should be used in regular discussions to: challenge beliefs and assumption, gain outlook and understanding, develop theories and evaluate results:

Getting Perspective & Comprehension

What is causing this to occur?
How did you come to this conclusion?
What other views did you consider
Are there any unanswered questions at this point?
Has this occured before?
Why is this necessary?
Tell me more about.....?
Challenging Premises & Beliefs

Are there other explanations for what happened?
What observations support your beliefs?
How much is logic and how much is emotion?
Are you theorizing or do you understand?
Given your beliefs, what would occur if....?
What occurs if your premises are wrong?
Developing Theories

Have we ever contemplated this strategy before?
How does your notion meet into the strategy?
Are there any dangers or unknowns that should be valued?
What are the ideas and reactions of other stakeholders?
What do we already know about this topic?
What would this look like if completely executed?
Desire degree of assurance do you have in.....?
What questions do we need to inquire?
Assessing Results

Is this how you expected it to turn out?
What would you do differently next time?
What can we learn from this?
What were the intended and unintentional outcomes?
How does this outcome impact ....?
What is the value of...?
Who needs to know about this?
Final Notions

An organization grows and develops at the same speed as its workers. One way to quicken development is through a more effective performance management process. Performance management is a vital task that should take place every day of the week through constant and constructive dialogue. Workers at all levels can enhance the quality of their thinking by asking the right questions and drawing out the potential in others.

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