When it comes to professional development, there are a lot of different routes you can take. You can go back to school, read industry-specific books or articles, or seek out a mentor. But one option that’s often overlooked is performance coaching.
Performance coaching is a type of professional development that focuses on helping individuals improve their performance at work. Unlike traditional mentorship relationships, performance coaches are hired experts who provide objective feedback and guidance.
Performance Management has a meaning that usually elicits a groan. It is seen as a necessary evil by many people in the workplace. But, it doesn’t have to be that way. Performance Management can actually be a tool for improvement and development if done correctly.
Employees can use performance reviews to identify areas that need improvement and develop a plan to do so. Also, use it as an opportunity to use their voice and feel that they are being heard.
Supervisors can also use performance reviews to provide feedback and guidance to employees.
Talent management is about managing your investment in the people you hire and want to keep. Prized talent is sort by successful organizations to help maintain the much-desired edge over competitors. It is important to have an effective system that can identify, develop and retain your top talent.
There are many factors to consider when trying to keep your talent. You need to make sure you have the right environment, culture, and systems in place so that they can continue to be productive and grow with the company.
It’s also important to offer them the right incentives, whether it be in terms of money or opportunities for development. If you can manage your talent effectively, you’ll be able to reap the rewards in terms of improved performance and a more efficient, engaged workforce.
Very little remains the same. Especially now. Look around. what looks familiar or the same as it was even just three months ago? Change is everywhere and so it should be managed in a way that prepares you and your organization. Organizations need to be nimble and adjust seamlessly to environmental, global judiciaries, regulatory, economic, and radical shifts.
Organisational Change is fast becoming an art and we are getting better at addressing it. There are many books and articles written on the subject. So what works and what doesn’t?
There is no one answer to that question as each organization is unique with its own culture, values, and goals. However, there are some general guidelines that can be followed when it comes to change management.
The first step is to assess the organization’s readiness for change. This can be done through surveys, interviews, and focus groups. Once the readiness for change has been established, a plan can be put in place.
