This guidance explains how to BEGIN to measure YOUR success in rolling out the Manager Tools Trinity - One on Ones, Feedback, Coaching, and Delegation.
We can always get a sense of the use of measurement of managerial change and skill development when we ask Effective Manager Conference attendees a couple of qualifying questions about their use of the Trinity's tools. There are always managers there who have been doing O3s for years, and managers who are (often hostages) completely clueless about our recommendations. When we ask, who is doing One on Ones weekly, we get varied answers. But when we ask those that said they were if they were doing them with everyone, 80% of the time, there's a questioning look on over almost all of the faces that said they were doing them.
What we've come to realize is that the befuddlement we see isn't necessarily a function of whether someone is getting value from One on Ones, or even if they're doing them, or well. The point is, if you're not measuring them, you surely don't know how you stack up against any reasonable measurement.
And surely we all know that if it's worth doing, it's worth measuring, right?
This Cast Answers These Questions
- What should I measure?
- What should my goal be?
- What should I be aiming for in the future?
|Measuring The Trinity - Chapter 1 Shownotes
|Purchase this item