Tag Archives: Work

Coaching isn’t for people who need help…

If an Olympic figure skater doesn’t take to the ice without their coach, why should a senior exec (one of the “Olympic athletes” of his/her organization), someone who’s out on that figurative “ice” every day and whose performance is critical … Continue reading

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When NOT to do a 360…

I was once asked about performing¬† a 360 assessment on an individual who was “having problems.” This is a good reason NOT to do one – at least, not without more information on the situation. Upon further questioning, it turned … Continue reading

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Making training an evidence-based profession

At the beginning of the year a while back, someone on the Learning Circuits blog asked about challenges, plans and predictions for the upcoming year in terms of the training profession. In response, Bill Brantley from Design of Knowledge posted … Continue reading

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Does a 360 enhance or harm the relationship between a manager and a direct report?

I’d suggest that the right answer is, it depends – on the organization’s culture, on how the 360 is positioned, on how bought in senior leadership is on the use of the tool, and indeed, what the organization’s expectations are … Continue reading

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“Leading from behind”…a newly relevant old concept

There’s an interesting discussion going on right now on the Five Dysfunctions of a Team group on LinkedIn – it’s for those of us who are devotees, if you will, of Patrick Lencioni’s eponymous landmark book.¬† Someone posted a thoughtful … Continue reading

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L&D vs. HR vs. OD…

There are a couple of interesting discussions going on in the ASTD and HR groups on LinkedIn regarding whether L and D (learning and development) should really be a separate function from HR (human resources).¬† There’s another on whether OD … Continue reading

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