What I found amazing about goal setting was the resistance to doing it. Developing specific, measurable, attainable, relevant and timely goals by management for employees was considered a “waste of time”. Since the concept was foreign in every situation I found myself in, I suspect that management in some of these situations actually derided the thought, and communicated to their employees “not to worry about it”, especially when the top person in the organization didn’t follow through with their staffs.
Keep in mind that Expectations are written as a mix of specific measurable elements, as well as generalized behavioral elements designed to increase clarity, motivation, and passion about work. Continue reading “Job Expectations personal stories”
This is a good one, full of many examples, but I won’t bore you with all of them:
There are so many people who think they are experts on human resources and leadership, and after listening to them it’s obvious they are not. Human Resource professionals are viewed by management as being a pair of hands (“do what I say, not what I do”). Continue reading “Personal stories about Communication”
Forty-Five leadership topics have been posted to my blog. For the next few weeks I will be posting personal stories related to each of these topics, to help bring them to life. The first personal story is about trust, the all-illusive “valuable resource”. Continue reading “Personal Stories”