Loichinger Advantage

At any point in time, a minimum of 70% of our organizations are updating their performance appraisal systems, forms or compensation designs.  Just what is it that we’re looking for and how complicated can we make it?

The idea that organizations - yes, not just businesses - have a desire to plan and manage performance is a laudable goal.  I remember the value I received from planning and the conversations I had with several of my bosses.

While football season is upon us, today’s blog has little to do with the common expression we shared as kids in the park, setting up passing plays with our best friends.  Those were great times with great friends.

Skills & Behaviors

In this case, I am speaking to the heart of leadership - the perverbial peeling of the onion.  The most common development approaches I’ve been taught and used deal with the behavioral aspect of leadership.  These are the programs targeting skills like communication, that often offer up steps one through five.  First this, then that.  While sometimes helpful, we quickly learn that this approach has it’s shortcomings.  For instance, we quickly learn that one size does not fit all.  People are not machines.