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Handling Functionality: What Would Socrates Do?

Handling Functionality: What Would Socrates Do?

The Worthiness of Performance Direction

As we turn the corner and head in to the final months of 2011, a lot of companies begin the procedure for assessing how well workers performed against expectancies. For some, it's an institutional ritual that must be performed to fulfill a deadline to the HR calendar. For the others, it is an possibility to improve the potency of human money and guide additional development. Managing operation is a fundamental management discipline - ensuring employees understand the company's strategy, how occupation responsibilities link to specific targets and ascertaining the extent to which attempts interpreted into measurable outcomes. Performance administration systems accept many types, from free-style stories and assess the carton competency lists to more sophisticated MBO processes. No matter how it is done, the target of any efficiency management system will be to maximize individual operation in the pursuance of business objectives. In essence, good performance direction is a set of interactions that transcend the specific processes used.

Learning from the Best

So, where does Socrates fit in to all of this and what can this iconic philosopher and master educator educate us about performance direction? Most of us recall Socrates (and his pupil, Plato) as essential reading in philosophy course. Today, and outside of the academic setting, Socrates has a great deal to educate us about uncovering the reality through constructive dialogue, logic and introspection. Not surprisingly, these happen http://www.lane4performance.com/ to be essential elements of successful performance management. Socrates employed a technique known as the Socratic Method - a kind of question that draws learning from within. He enhanced the quality of thinking in others through sound reasoning and insight, and in the process, led people to the truth without telling them. This is what a great coach does - helps you reach your potentiality by further developing the abilities that already exist. Human functionality is a function of conscience idea and actions, where thinking drives conduct and behaviour drives results.

Understanding the Procedure

Too frequently, efficiency management discussions are limited to reviewing results, activities and the rationale for variances to plan. What we need to achieve is an open dialogue that encourages unrestricted fascination, constructive comments, probing queries, and difficult assumptions. These are typical behaviours exhibited in a true learning organization.

We must focus on the performance of the person, if we desire to improve the performance of the organization.

Applying the System

The 4 kinds of questions recorded below supply a forum for productive exchange in researching conduct, believing and outcomes; these questions can be changed to fit a given set of conditions. The important point to remember is that questions like these should be implemented in regular discussions to: challenge supposition and beliefs, gain perspective and comprehension, develop notions and assess results:

Getting Understanding & Perspective

What is causing this to happen?
How did you come to this decision?
Give me an example to illustrate your purpose
What other views did you consider
Are there any unanswered questions at this point?
Has this occured before?
Why is this needed?
Tell me more about.....?
Challenging Beliefs & Assumptions

Are there other explanations for what happened?
What observations support your beliefs?
How much is logic and how much is emotion?
Are you theorizing or do you understand?
Given your beliefs, what would happen if....?
What happens if your assumptions are wrong?
Developing Notions

Have we ever considered this approach before?
How does your thought fit into the scheme?
Are there any risks or unknowns that should be evaluated?
What are the reactions and ideas of other stakeholders?
What do we already know about this topic?
What would this look like if fully implemented?
Need degree of confidence do you have in.....?
What questions do we need to ask?
Appraising Outcomes

Is this how you expected it to turn out?
What would you do differently next time?
What can we learn from this?
What were the intended and unintentional consequences?
How does this consequence impact ....?
What is the significance of...?
Who needs to know about this?
Final Notions

An organization grows and develops at the same speed as its employees. One method to quicken development is through a more effective performance management procedure. Performance management is a crucial task that should take place every day of the week through continuous and constructive conversation. Employees at all levels can enhance the quality of their thinking by asking the appropriate questions and drawing out the possibility in others.

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