Let’s face it, talent drives strategy and professional development is critical for both employees and employers. We are passionate about our customer’s employer brands and believe understanding their culture and values are imperative for us to help people and companies achieve their goals. Forward thinking organizations are investing a lot of time in reinventing a performance management experience that the entire organization can embrace – from employees, managers, and HR to executives and owners/board of directors. Aligning talent and performance with our strategies takes time but we can’t afford not to do it. In my previous blog, we discussed revamping performance management; reviewing our existing performance review process; asking customers, employees, and vendors for feedback; and leveraging technology to manage and report performance.
Over the last three months, our team has read and studied The Challenger Sale. This book highlights the dynamics of effective coaching. Hypothesis-Based Coaching leverages a powerful framework called “PAUSE”:
P – Preparation for the coaching conversation
A – Affirm the relationship
U – Understand Expected (Observe Behavior)
S – Specify Behavior Change
E – Embed New Behaviors
I personally think “PAUSE” is a wonderful framework for all crucial conversations. Ad hoc frequent chats build trust, but an aligned solid game plan for development will push us all to increase our self- awareness, change our behaviors, and ultimately increase our performance.
As a follow up to our spring event The Evolution of the Employee Experience, we gathered another expert panel to continue our discussions on effective coaching vs. performance management.* Who better than Cy Wakeman to moderate this lively discussion. We will discuss the shift from traditional, tried, and true practices of tracking milestones and performance toward a model that focuses on frequent, continuous feedback.
*This event is only for customers.
Chris Carlson, Managing Director
Chris is an experienced executive in the staffing industry. She has developed operational analyses, implemented programs /compensation plans, and has assisted hundreds of firms streamline processes and upgrade the competencies of their workforce. Finding innovative ways to generate new business, isolate top talent, and build teams is her passion. She has designed and executed many successful strategic marketing /recruiting plans and promotions. Chris began her career at Aureus Group, a full-service professional recruiting firm, in 1994 and currently serves as the Managing Director of Aureus Group specializing in the Finance and Accounting, Information Systems, and Executive Leadership roles in all industries including; Healthcare Administration, Banking, Finance, Insurance, Commercial Services, and Manufacturing. In addition, Chris is a Certified Professional Consultant, and has an Executive Masters of Business Administration degree from the University of Nebraska at Omaha.