Posted by Laura Sheffield on Mon, Feb 15, 2010 @ 11:29 AM
The American Hospital Association's HR Pulse recently published an article by DecisionWise CEO, Tracy Maylett, in the Spring 2010 issue entitled:
Looking Beyond the Clinical Side of Performance
Excerpt: "A changing healthcare environment has resulted in increased focus on performance, both at the organizational and personal levels. Health care leaders carry an added burden-- an increased need to focus on both operational performance (clinical and functional) and non-clinical performance. Many health care organizations are effective at measuring the clinical or functional components of job performance. Yet few are as equally competent when it comes to assessing the non-clinical or behavioral components. Without considering both performance elements, health care organizations may not have an accurate view of how their leaders truly perform."
Read the rest of this article and other DecisionWise publications here.
On February 23rd and February 25th, Tracy Maylett will host a complimentary webinar on the same topic-- measuring leadership performance in healthcare. Join in.
Posted by Laura Sheffield on Thu, Dec 10, 2009 @ 03:17 PM
It's proven, managers have a flawed view of their employees' performance and potential for success. In a DecisionWise study, we found that supervisors have an inaccurate perception of their employees' true performance. That's a problem, especially when supervisors are the ones doing the promoting.
Managers tend to measure the success of their employees on what gets done. They measure skills, performance, and accomplishments according to established metrics. That's not enough. True success requires understanding what gets done along with how it gets done.
Using 360-degree feedback to evaluate individuals from all angles can ensure an accurate measurement of an employee's potential, and more importantly, effective succession planning and development. But 360-degree feedback is just the beginning.
The best succession planning and development processes use multiple assessments to provide supervisors a clear view of employee potential. Carefully designed talent assessments, including a customized 360-degree assessment, paired with quality coaching and action plans will ensure the right people are promoted.
Posted by Charles Rogel on Thu, Nov 19, 2009 @ 01:08 PM
Recorded on December 2, 2009
View Slides or Listen to Recording Now>>
Learn how to identify your team's leadership potential and bench strength. This FREE webinar is designed to help you implement an objective assessment process which will clearly identify the talent across your organization. Learn how to design a succession planning assessment process that increases:
- Leadership bench strength
- Employee engagement and retention
- Individual and organizational self-awareness
- Accurate promotion decisions
- Accountability, objectivity, and fairness
- Cost-effective management development
A solid talent management process creates a strong internal talent pool, increases employee engagement and retention, and facilitates critical promotion decisions. Yet most organizations do not have an effective method or structure in place to objectively identify talented leaders. Assessments are the foundation of this process, as they ensure objectivity and fairness while creating self-awareness and accountability.
View Slides or Listen to Recording Now>>
This webinar will help you design an effective talent and succession planning process, identify methods and tools for assessing talent, provide feedback regarding strengths and areas for development, and develop action plans for turning this feedback into results.
Learn from an Expert
Join DecisionWise President, Dr. Tracy Maylett, for a revealing discussion about assessment in succession planning. Tracy has a Doctorate in Organization Change from the Graduate School of Education and Psychology at Pepperdine University, an M.B.A. from Brigham Young University, and has received his SPHR certification. Tracy is also the author of numerous academic and industry publications on leadership assessments and performance.
View Slides or Listen to Recording Now>>
Posted by Tracy Maylett on Sat, Nov 07, 2009 @ 08:21 PM
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According to a study done over 10 years ago, over 90% of Fortune 500 fims use some form of 360-degree feedback. Most people understand that 360 feedback increases self-awareness and is a great tool for leadership development. But there are many other uses that are less common and very effective. Some of these include: |
A study conducted by the American Management Association (AMA) found that 90% of organizations that use 360-degree feedback use it for both leadership development and performance appraisal.
When deciding the purpose for 360-degree feedback in your organization, be sure to think the process through carefully. The steps and outcomes vary and expectations need to be adjusted accordingly. For expert advice, contact DecisionWise and we will be glad to answer any questions you have.