In her latest post, Heather Campbell breaks down the idea of difficult conversations to help leaders reframe their approach and tackle them in a far more constructive, productive way.
Why there’s no such thing as a difficult conversation
The problem with teams
Developing teams and creating the right conditions for teams to thrive are timeless leadership topics. Leaders put a great deal of effort into ensuring their teams are the best they can be. So-called high performing teams get a great deal
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How to Help Leaders Fall in Love with Performance Reviews
In my last blog post I promised to share some findings from our research into how HR can make Annual Performance Reviews something that people really want to engage with. And I also promised I’d tell you about a webinar where you
Why Don’t Leaders Love Annual Performance Reviews?
“Never turn your back on a boomerang.” I was going through the ordeal of my Annual Performance Review and this phrase on my boss’s coffee mug struck me as tremendously funny. I still find it quite amusing but on that
Is ‘Everyday Performance Management’ the Future?
“You’d better make this investment worth our while. You’re asking us to give up the equivalent of five years of our senior leaders’ time to learn how to have better performance conversations. That’s a big ask.” I’m not sure I’ve
Do You Secretly Question the Value of Performance Management?
“I’ve got to let you into a secret. I never liked the whole formal performance management thing – and it’s not just because the managers hate me for nagging them about it!” The Head of HR who made this confession
Annual Performance Reviews: What REALLY Scares Your Leaders
I once worked with a manager who never gave his staff realistic annual performance reviews. Everyone was apparently performing equally well. Eventually problems began to surface, so the director of HR sat down with him to find out why he hadn’t
3 Ways to Convince Managers to Carry Out Performance Reviews
It’s that dreaded time of year again – performance review time. Otherwise known as the yearly (or half-yearly) point at which the HR team and line managers do battle. HR want managers to get all their performance reviews completed on
10 Questions For Effective Performance Review Conversations
If you are a regular reader of the CommsMasters blog, you’ll already know that I have a strong negative reaction to overly-structured, form-focussed performance review processes. Instead, the critical focus should be on the conversation that takes place between the