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Is a Simple Performance Management System
Possible? >>



	Is a Simple Performance Management System Possible? One of our client CEOs recently came to us with a novel issue. They are a mid-size entrepreneurial organization that is just starting to formalize some of their internal processes. How do they set up a system to manage performance and planning without becoming too bureaucratic? First, we worked out what a full system would look like. From what we know about how change works, we have to present a compelling picture of a better future, show people their role in getting there, and then coach and reward them thoughtfully along the way. We outlined a five-step approach, and we kept each step simple. There is no fancy software or large administrative overhead. Just a thoughtful approach to planning and performance.
	Read more of Our Five-step Approach. >>



	David Farrar of Koliso Is Available as a Speaker Let’s talk about the science of psychology applied to business. Through these speaking programs, Koliso marries real-world problems with real-world solutions. “I would like to recommend a speaker to you who I had the pleasure of hearing...I have sat through hundreds of speakers over the years; this guy was absolutely fantastic!” —Carrie Rice, regulatory affairs administrator at HickoryTech Request the Koliso Speaker Packet. >>



			Book: Leading Change by John P. Kotter In our change work we have adapted the best frameworks and experiences. This is one of the best go-to books to get an essential understanding of how large group change interventions work. Although 15 years old, it was one of the first to identify key steps successful companies took in managing change, and just as importantly, major missteps that caused change initiatives to fail. Implications for today? Learn the basics of how change works and adapt it to today's workplaces where employee engagement, virtual teams and flat management structures rule the day.



	Planning Is Only the First Step We like to find inspiration for our clients in the successes of many different kinds of businesses around us. At the beginning of the year, many businesses and departments are looking at their planning for the year and wishing it could be better and easier. Read more. >>

The Hardest Part of Any Change Management Process Is:

	Making change happen
	Making change stick

In last month’s poll we asked: Do you prefer work that is planned and structured or spontaneous and flexible?

Of the respondents, 38 percent said planned and structured versus 62 percent preferring spontaneous and flexible. Why is there a nearly two to one preference for spontaneous work, and why does it matter?

Underneath our poll results we put some behaviors that often go with each preference, and some red flags. It’s true to say that work shouldn’t be planned or spontaneous, it should be both planned and spontaneous.

The key is to know when each is appropriate. The worst problem is being so planned or so spontaneous that you miss the advantages of the other approach when appropriate.

We encourage our clients to put in place enough structure that allows them to be spontaneous when they need.

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