Reidlegg·13h agoThe Inattentive Leader: ADHD, Leadership, and the Limits of Individual AdaptationAuthor Note
Pamela Lupton-Bowers·2d agoWhat changes when you ask before you advise?After years in leadership and professional development one lesson that stands out among all others is the order in which you give feedback…
Benjamin Chaminade·4d agoYour promotion list is the productivity metric you forgotSay you are already convinced. Revenue per employee, value added per head and margin per FTE count what a person produces during the…
InThinking design by graphilitybyHector Hurtado·6d agoYou can’t KPI belonging: the paradox of workplace communities
McKinley Malbrough III·Nov 6The PIP Trap: Why Most Performance Improvement Plans Fail, and How to Write One That Doesn'tAbout 44 of every 1,000 American workers were on a formal performance procedure in 2023, and most managers still write the plan as the…A response icon1A response icon1
Meridian·Nov 5Before Changing a Performance Target, Examine the Behavior It RewardsBefore changing a performance target, examine the behavior it rewards, what employees can influence, possible tradeoffs.A response icon1A response icon1
OneGuru·Nov 4How to Develop a Performance Culture That Encourages Continuous GrowthCompanies that rely exclusively on annual reviews and sporadic training programs do not have the chance of being consistently…
InThe Direct ReportbyNathan Harlow·Nov 3Moving Faster Was Easy to Claim, Proving We Didn’t Regress Was HarderI built the defect report to eliminate manual tracking. Months later, its history became evidence in a promotion case.
Alex Novikov·Oct 31Managers Change. Labels Stay.How a poorly handled manager transition can quietly damage someone’s career.A response icon3A response icon3
Ai Yat Goh·Oct 31Blame the Person #26Thinking Traps | Post 26 of 35. (How we work together)A response icon1A response icon1
