Forward email
Part 2 of a four part series by Melanie Parish of the Sage Portfolio
Group.
A continuation of the Expert Series profiling coaching and it's
impact on leadership
Sponsored by:
Part 2: Development Conversations versus Performance
Reviews
A typical performance review looks back and gives
an opportunity for an employer and an employee to reflect and discuss what
has happened. The employee hopes for positive feedback and a raise. The
employer hopes she will be able to create a better employee in the future.
Even with these idealistic intentions, it is more often the case that both
the employer and the employee leave the review simply feeling relieved to
be done. It never feels very pleasant but it’s a chore that “has to be
done.”
A development conversation is a bit different. This can be
a yearly opportunity for the employer and employee to sit down together -
maybe over lunch –and reflect. A development conversation is an
opportunity to look for ways to maximize performance within the company
from the point of view of the employee and employer in collaboration. This
opportunity enables the employer to strategize on how to meet the needs of
the employee in terms of growth and professional development. It is
forward thinking and solution oriented. It is the employer’s job to try to
“grow” the employee and to meet the needs the employee requires to for
that growth.
It is the employer’s job to hold a vision of the big
picture for the employee and find opportunities to provide time/resources
to train employees towards a more senior position. In turn, the employee
may see an opportunity to share with the employer about untapped skills or
resources that may be valuable to the organization.
The
development conversation is based on a mutual perspective of good intent.
This means the organization assumes it will benefit from positive employee
development and will aid the employee to find solutions for development
goals. In turn, the employee assumes the organization wants her to develop
as a person because there are benefits to an organization with employees
who love their work.
Questions for a development conversation with
one of your employees:
- Where do you see your future 5 years from now?
- What skills do you need to acquire to get there?
- What do you see within your area that impacts the company most
positively?
- What do you see within your area that impacts the company most
negatively?
- What could we do to help overcome those obstacles?
- What skills do you have that we aren’t currently utilizing
Take some time to look in your organization to see where you
might be able to utilize development conversations. . .
Melanie Parish, CPCC, PCC is a certified coach founder of Sage
Portfolio Group which specializes in business coaching and organizational
development. Sage Portfolio Group offers positive solutions for
organizations. Visit their website at www.sage
portfoliogroup.com.
Feedback is welcome at ExpertSeries@choice-online.com
Look for Part III of our Expert Series . . . Development
Conversations versus Performance Reviews . . . on February
21st.
__________________________________________
| This email is sponsored by BusinessCoach.com
who have been transforming businesses and leaders throughout the
country since 1989. Over 500 organizations have experienced
financial growth and organizational transformation as clients of
BusinessCoach.com. Go to www.BusinessCoach.com
for articles, handouts, templates, podcasts, our peer-to-peer forum
and more. |
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