Managing People & Organizations
This article suggests that if you do needs assessments using “need” as a gap in results, and apply at all three levels of organizational elements, a basic evaluation will provide clear and precise evaluation results.
The three choices that will forge true and lasting resilience.
Where should talent development and leadership focus? Effective TD and performance improvement requires aligning any development with closing gaps in organizational performance and external impact.
The journey to the future of social, organizational, and individual performance: a migration from how to what to why
Our future is bright if we create it and seize it. We can move from “how” to “what” to “why,” and integrate them all to define and deliver useful results.
As Performance Architects concerned with human performance issues in the workplace, we are engaged in helping our clients and their organizations meet their business goals
Performance Architects are in the business of investigating human performance issues in the workplace and determining how best to help their client organizations meet business goals.
Performance Architects have a license to snoop. We are in the business of supporting our client organizations in their quest for results that meet or exceed goals. We accomplish this by poking our noses into all aspects of how employees perform their jobs to learn how they contribute to those goals.
More than ever before, we need organizations that are able to learn and adapt. Only under those conditions can businesses remain competitive, employees upskilled and engaged, services and products relevant. Find out the direction leadership must take us.
The supervisor has more to do than simply manage her direct reports. She has to manage herself, understand the performance environment, and adjust her behavior to get the best results, given the circumstances. Find out what it takes.
While it’s not news that higher levels of wellbeing – in terms of job satisfaction – is associated with higher morale and thus productivity, what is new is the recognition that an employee’s emotional state at work can drive performance.