It’s strange. The ‘performance appraisal’, something that is ultimately aimed at improving the standards, capabilities, and productivity of the workforce can, if not done properly, do the exact opposite, leaving staff negative, angry, and disengaged.
This morning, as always, I was listening to ABC Radio Brisbane on my way into work and a school teacher called in to talk about the way in which she appraised her pupils. Much in line with what most people (although unfortunately not all people) now acknowledge as the best way to critique (and improve on) performance without making the person feel stupid, useless, and demotivated, she spoke of their motto ‘Three Keepers and a Polisher’ – i.e. “Here’s three things you’re doing perfectly, great job, please keep doing them, and here’s something I want you to try to improve on”.
So simple and easy to implement and yet so effective!
There was an interesting conversation today on ABC Radio Brisbane about the benefits of being ‘Thankful’ for a more fulfilling, happier life. One of the things that was discussed, that is extremely relevant for leaders who wish to develop a positive, highly engaged, and motivated team, was the benefit of motivating people through the positive affirmation of the things they do well instead of focusing on the things they aren’t doing so well.
Of course, if a team member (or the whole team) is doing something incorrectly, this of course needs to be addressed, however, mixing critique with praise is a highly effective way of making sure a culture of negativity isn’t developed.
Sometimes it can be hard to find the positives but if you look hard enough, you’ll find them!
Ps. Forgive the lack of posts last week, I’m afraid I was away on business and it wasn’t easy to get to a computer.
A large international accounting firm (no prizes for guessing who) recently announced the results of its analysis of the Australian mining sector and, in short, basically said that we’re still in the ‘boom’ (albeit at the tail end of it) but that we’ve moved from a situation where there was a BIG fight to hire enough skilled staff to do the job, to making sure that they got as much as possible from the established workforce (and other resources) to stay competitive and provide a return to their investors.
I’m always more than happy to hold my hand up and declare that I’m biased towards L&D solutions as a way to address workforce capability/productivity issues, however, I can’t see any other way to achieve this outcome without some significant workforce planning and capability development via well designed training programs.
I’d love to hear your thoughts.
Whilst the ‘Lord of the Flies principles’ are meant to apply to austere or survival situations, there are certain business/work situations where, due to various stresses, the principles may apply…the more obvious one being number 2; “Leaders frequently become obsessed with maintaining control rather than leading”. An interesting thought…
Have a great weekend.
The Victorian state government has announced that any RTOs wishing to access funding in that state will need to enter into a VET funding contract with the Department in order to deliver government funded training under the Victorian Training Guarantee.
As anyone that’s accessed funding knows, applying for/utilising funding can be a painful process but is often well worth the effort…especially if your organisation is short on funds for training. So, if you’re an RTO in Victoria (or an organisation with staff or clients in Victoria), you’d be well advised to apply ASAP. Continue reading
Further to my post yesterday about L&D being ‘on the up’ in terms of more money [finally] seeming to be made available for L&D training programs, it also seems that the number of jobs being advertised recently has also risen, another indicator that there is a lot more positivity in the wider L&D/OD space.
For example, Seek.com.au (undoubtedly Australia’s largest online job-board) posted 235 new jobs in the past 30 days (click here for the SEEK search results) and Mycareer.com.au (Australia’s second largest online job-board) posted 60 (click here for the MC search results. Whilst you’d have to assume that the majority of the jobs on Mycareer were duplicates of those on Seek, this is still a pretty impressive number when one considers the size of the entire Australian L&D/OD ‘family’ and even more so when you consider that in other, bigger, [randomly chosen] professions, the numbers were: Continue reading
As most of you would already know, my job is getting out there an meeting with L&D/OD managers to discuss their [business & leadership] training needs and working with them to develop and implement programs to address the identified skills gaps.
As you can imagine, this gives me a fair amount of insight into what’s going on out there in the wider L&D world. However, even if you’re in a fairly isolated role, you’d have to have been living under the proverbial rock to not have been aware of the fact that, due to a somewhat slow economy, a large percentage of L&D/OD managers have had fairly limited budgets (the resultant impact on the workforce being pretty obvious).
However, this year there seems to have been a very tangible change in the market. People who have, for a year or two now, been keen to get going with badly needed programs but struggling to get budget approval, seem to finally be getting the go-ahead. Continue reading