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Lee Benson에서 제공하는 콘텐츠입니다. 에피소드, 그래픽, 팟캐스트 설명을 포함한 모든 팟캐스트 콘텐츠는 Lee Benson 또는 해당 팟캐스트 플랫폼 파트너가 직접 업로드하고 제공합니다. 누군가가 귀하의 허락 없이 귀하의 저작물을 사용하고 있다고 생각되는 경우 여기에 설명된 절차를 따르실 수 있습니다 https://ko.player.fm/legal.
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Performance Reviews vs Performance Snapshots

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Manage episode 432103033 series 3552137
Lee Benson에서 제공하는 콘텐츠입니다. 에피소드, 그래픽, 팟캐스트 설명을 포함한 모든 팟캐스트 콘텐츠는 Lee Benson 또는 해당 팟캐스트 플랫폼 파트너가 직접 업로드하고 제공합니다. 누군가가 귀하의 허락 없이 귀하의 저작물을 사용하고 있다고 생각되는 경우 여기에 설명된 절차를 따르실 수 있습니다 https://ko.player.fm/legal.

I want to talk about performance reviews in this episode, but not the traditional kind you're probably used to. I'm talking about a concept I call "performance snapshots," which I believe is a far superior approach.
Traditional performance reviews often leave both leaders and team members frustrated and misaligned. The process can be cumbersome, unclear, and doesn't always lead to meaningful improvements. With performance snapshots, we flip the script. Here's how:
- Clarity and Consistency: Performance snapshots ensure everyone knows what's expected of them 100% of the time. No more surprises during reviews.
- Three Core Goals: Each snapshot focuses on three main areas:

  1. The team's most important number, reflecting the value created by the team.
  2. Outcome-based responsibilities specific to each role.
  3. Cultural fit and contribution, ensuring alignment with the organization's values.

- Team-Based Feedback: The process involves input from the entire team, not just the manager. This holistic view ensures all strengths and areas for improvement are recognized and addressed.
- Continuous Improvement: Performance snapshots encourage ongoing dialogue and adjustment, rather than waiting for bi-annual or annual reviews.
In this session, I break down the steps to implement performance snapshots, the benefits for both leaders and team members, and real-world examples of how this approach has transformed organizations. Let's make performance reviews something to look forward to, driving value creation and team alignment like never before.

For more free videos, tools, and resources about the MIND Methodology go to https://etw.com/

  continue reading

67 에피소드

Artwork
icon공유
 
Manage episode 432103033 series 3552137
Lee Benson에서 제공하는 콘텐츠입니다. 에피소드, 그래픽, 팟캐스트 설명을 포함한 모든 팟캐스트 콘텐츠는 Lee Benson 또는 해당 팟캐스트 플랫폼 파트너가 직접 업로드하고 제공합니다. 누군가가 귀하의 허락 없이 귀하의 저작물을 사용하고 있다고 생각되는 경우 여기에 설명된 절차를 따르실 수 있습니다 https://ko.player.fm/legal.

I want to talk about performance reviews in this episode, but not the traditional kind you're probably used to. I'm talking about a concept I call "performance snapshots," which I believe is a far superior approach.
Traditional performance reviews often leave both leaders and team members frustrated and misaligned. The process can be cumbersome, unclear, and doesn't always lead to meaningful improvements. With performance snapshots, we flip the script. Here's how:
- Clarity and Consistency: Performance snapshots ensure everyone knows what's expected of them 100% of the time. No more surprises during reviews.
- Three Core Goals: Each snapshot focuses on three main areas:

  1. The team's most important number, reflecting the value created by the team.
  2. Outcome-based responsibilities specific to each role.
  3. Cultural fit and contribution, ensuring alignment with the organization's values.

- Team-Based Feedback: The process involves input from the entire team, not just the manager. This holistic view ensures all strengths and areas for improvement are recognized and addressed.
- Continuous Improvement: Performance snapshots encourage ongoing dialogue and adjustment, rather than waiting for bi-annual or annual reviews.
In this session, I break down the steps to implement performance snapshots, the benefits for both leaders and team members, and real-world examples of how this approach has transformed organizations. Let's make performance reviews something to look forward to, driving value creation and team alignment like never before.

For more free videos, tools, and resources about the MIND Methodology go to https://etw.com/

  continue reading

67 에피소드

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