Tag Archives: Goal Management

JW ‘Jahn’ Ballard – Performance Management Institute: Integrating financial and operational metrics to focus execution on the things that matter

Posted on by
Reply

Listen to Business Execution Radio Episode 79:

Listen to

Subscribe in iTunes or right click to download mp3 version

Jahn Ballard, founding director of Performance Management Institute discusses methods that integrate financial and operational data to align operating leaders and teams around the actions that drive business results. Jahn approaches business execution from the background of a person rooted in accounting and finance, emphasizing ways to make accounting data more meaningful and impactful for operations managers and employees.

Learn data driven techniques that link front line actions to bottom line results – this week on Business Execution Radio.

Mark Murphy: Leadership IQ – Getting the most out of employees

Posted on by
Reply

Listen to

Subscribe in iTunes or right click to download mp3 version

Mark Murphy is CEO of Leadership IQ, a company focused on researching, understanding, and communicating what makes leaders successful. Mark discusses what differentiates the top 10% of successful leaders. He explains the importance of setting goals that are not only well-defined, but that also challenge employees to learn new skills and capabilities. He also talks about what great leaders do differently from average managers when their employees fail to meet their goals.

This interview contains a wealth of insights about how to maximize the productivity of your employees. Are you doing all you can to get the most from your workforce? Find out by listening to Mark Murphy, this week on Business Execution Radio.

JC Herrera – McAfee: Goal management, pay for performance and business execution

Posted on by
Reply

Listen to Business Execution Radio Episode 72:

Listen to

Subscribe in iTunes or right click to download mp3 version

J.C. Herrera, VP of Compensation, Benefits and HRIS at McAfee describes how his organization uses quarterly goal reviews to drive a highly focused, pay for performance drive culture. J.C. emphasizes that there should not be any “surprises” during an employee’s performance review, and discusses what McAfee does to ensure employees always know where they stand when it comes to business execution.

Ever wonder what it takes to be a true pay for performance organization? Listen to stories from a company that lives it every quarter – this week on Business Execution Radio.

Kevin Wheeler – Future of Talent Institute: The rising creative class, workforce sustainability, and other emerging workforce challenges

Posted on by
Reply

Listen to People Performance Radio Episode 64:

Listen to

Subscribe in iTunes or right click to download mp3 version

Kevin Wheeler, Chairman of the Future of Talent Institute provides an overview of demographic, technological, and cultural shifts impacting workforce productivity and performance. Drawing on extensive experience working with companies around the globe, Kevin discusses how companies are adapting to a workforce that is becoming more creative, autonomous, and heterogeneous.

What is the key to building and sustaining a highly adaptive, creative organization? What role does peer-pressure play in organizational productivity? What can leaders learn from honey bees about structuring an organization? Hear answers to these questions and much more by listening to Kevin Wheeler – this week on People Performance Radio.

Thomas Britt – Clemson University: High engagement and high maintenance

Posted on by
Reply

Listen to People Performance Radio Episode 57:

Listen to

Subscribe in iTunes or right click to download mp3 version

Thomas Britt, psychology professor at Clemson University shares insights from research studying potential limitations and downsides of employee engagement. Thomas explains that highly engaged employees tend to have much more demanding expectations from employers in terms of the resources they expect from employers. The more employees care about performance the less they tolerate work conditions that do not allow them to perform at an optimal level. Highly engaged employees even become physically more stressed when companies set them up for what they perceive to be failure.

Documents referenced in this episode:

Learn about the caring, nurturing and feeding of highly engaged employees: this week on People Performance Radio.