As leaders, we can take some of Dr. Johnson’s advice:
• Praise in public
• Admonish in private
• Explain what was inappropriate
• Explain the cost/risk of the actions to the team
• Discuss the actions that are acceptable
• Collaborate on a plan to reinforce and develop the appropriate leadership skills
I know my children have appreciated the privacy of a good admonishment; the same applies to an organization's performance review process.
Post by Chris Elliott
Teaching opportunity lost.
I was with an organization recently where this same performance review process was a regular practice. Teams would get together as a group of practitioners and leaders to review the latest status and verbally beat up those who didn’t meet the vaunted standard. What the leaders didn't realize was that they had lost touch with reality, and the exact same standard was one that even the leaders themselves wouldn't be able to measure up to if their roles were suddenly reversed. Practitioners leaving those meetings inevitably spent valuable hallway time unproductively complaining about their leaders. Before each meeting, team members spent anxious moments adjusting reports and updates in an attempt to avoid their leaders' wrath.