1-416-427-1567 Roelf@The-Right-Talent.ca

Introducing this set of 4 blog posts

I learned something important about myself on the weekend. I am less patient with myself now and much less accepting of some of the things others in my society believe about life in organizations.

I don’t expect to be seen as being any more “right” in my views now than in my earlier years. I don’t expect folks in general to agree with me any more than they did in the past – that is up to them.

But I do find that I am not prepared to engage in as much dialogue about these beliefs with those who see things differently, unless that dialogue leads to real constructive action that benefits both of us.

I have worked for a long time, and am still actively involved with clients, and my own business. Over the course of my career, I have kept up a constant involvement in academic life – as a night student, graduate student, part time lecturer and distance education participant. I have, and still do, read widely in management and workplace psychology. I have thought hard about what I was doing at work and how I was leading the folks who worked for me.

I have come to these four conclusions by reflecting on both the reading and the experience. I have quietly held them for years. They underlie all my consulting work and business writing.

The 4 conclusions

  1.   Performance appraisal is a waste of time if you are looking for business results. (Post 1)
  2.   Organizations waste the dollars they spend on interpersonal skill training (e.g. programs on leading others, resolving conflict …).
  3.   Interview-based recruiting is all about “good enough” hiring, not future performance excellence on-the-job.
  4.   Many human abilities are as much instinctive as thoughtful. Excellence at work requires thought rather than just responding instinctively.

I will expand on each of these in separate blog post. The first, on performance appraisal, follows.

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