Comments on: What to do with a new manager? March is the time to find out http://www.orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/ Enterprise & Market Collaboration, Innovation Management, Leadership Development Thu, 02 Jun 2011 04:42:53 +0000 hourly 1 http://wordpress.org/?v=3.0 By: <![CDATA[Jacob McNulty]]> http://www.orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/comment-page-1/#comment-702 Thu, 12 Apr 2007 02:07:39 +0000 http://orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/#comment-702 Thank you for the extensive comment, Guy. I do have a different opinion. In my experience, managing to competencies in a knowledge society does not allow the Performance Management function to adapt as quickly as the employees will need to in order to achieve their peak performance. Too much rigidity in a job description, while tidy for those managing training, does not support the flexibility needed from today's workforce. Thank you for the extensive comment, Guy. I do have a different opinion. In my experience, managing to competencies in a knowledge society does not allow the Performance Management function to adapt as quickly as the employees will need to in order to achieve their peak performance. Too much rigidity in a job description, while tidy for those managing training, does not support the flexibility needed from today’s workforce.

]]> By: <![CDATA[Guy W. Wallace]]> http://www.orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/comment-page-1/#comment-701 Thu, 05 Apr 2007 17:34:36 +0000 http://orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/#comment-701 Jacob- I'd have them start first with defining their expected Performance Competence: the ability to perform tasks to produce outputs to stakeholder metrics...for all of the processes that they perform in (as managers or as individual contributors). A peer coach would be a useful guide in all of this. And...I'd do all of the following before diving into any blended Learning, formal or directed-informal, or informal. Defining one's Performance Competence requires figuring out the specific enterprise processes that one will perform in and what roles one is expected to play. I have a free template for that- The Management Areas of Performance model. It allows them to start with a model, developed after several dozen Management/ Leadership Curriculum Architecture Design projects (mostly for the Fortune 500) since the early 1980s. Once they identify the Management "systems" and its processes, they then need to figure out exactly who the stakeholders are for each process...and determine what their requirements and desires are AND then determine if there are any conflcits in all of the requirements from the varied stakeholders. Which makes balancing those requirements a bit tricky. And...I'd want to know if those processes are meeting those stakeholders' requirements AND those desires. Once you've listed your stakeholders its time for an immersion in stakeholder interviews regarding requirements/desires and how well the processes and practices are doing. And specific suggestions related to their near-term, mid-term future needs. Then one could figure out whether or not to work to improve any processes before learning how to do them as they currently are. Finally, put together a Learning Plan action list and prioritize it and then go for the right Learning first, second and third based on one's assessment of which Process Performance Competence is most critical and in need of remedy via Learning...and use Formal Learning if offered and it's convenient, directed-Informal Learning if it isn't...and Informal Learning which will just happen anyway from personal lessons learned in the pursuit of performance competence. Because it's not about Learning. It's about Performance Competence. More on my Blog at: http://pursuingperformanceblog.blogspot.com/ and on my Web Site: www.eppic.biz Cheers! Guy W. Wallace, CPT EPPIC Inc. Jacob-

I’d have them start first with defining their expected Performance Competence: the ability to perform tasks to produce outputs to stakeholder metrics…for all of the processes that they perform in (as managers or as individual contributors).

A peer coach would be a useful guide in all of this. And…I’d do all of the following before diving into any blended Learning, formal or directed-informal, or informal.

Defining one’s Performance Competence requires figuring out the specific enterprise processes that one will perform in and what roles one is expected to play. I have a free template for that- The Management Areas of Performance model. It allows them to start with a model, developed after several dozen Management/ Leadership Curriculum Architecture Design projects (mostly for the Fortune 500) since the early 1980s.

Once they identify the Management “systems” and its processes, they then need to figure out exactly who the stakeholders are for each process…and determine what their requirements and desires are AND then determine if there are any conflcits in all of the requirements from the varied stakeholders. Which makes balancing those requirements a bit tricky. And…I’d want to know if those processes are meeting those stakeholders’ requirements AND those desires.

Once you’ve listed your stakeholders its time for an immersion in stakeholder interviews regarding requirements/desires and how well the processes and practices are doing. And specific suggestions related to their near-term, mid-term future needs.

Then one could figure out whether or not to work to improve any processes before learning how to do them as they currently are.

Finally, put together a Learning Plan action list and prioritize it and then go for the right Learning first, second and third based on one’s assessment of which Process Performance Competence is most critical and in need of remedy via Learning…and use Formal Learning if offered and it’s convenient, directed-Informal Learning if it isn’t…and Informal Learning which will just happen anyway from personal lessons learned in the pursuit of performance competence.

Because it’s not about Learning. It’s about Performance Competence.

More on my Blog at: http://pursuingperformanceblog.blogspot.com/ and on my Web Site: http://www.eppic.biz

Cheers!

Guy W. Wallace, CPT
EPPIC Inc.

]]> By: <![CDATA[Jacob McNulty]]> http://www.orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/comment-page-1/#comment-705 Tue, 20 Mar 2007 06:01:06 +0000 http://orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/#comment-705 Thanks for the note Arjun - I'm glad you enjoyed the post. Jacob Thanks for the note Arjun – I’m glad you enjoyed the post.

Jacob

]]> By: <![CDATA[Arjun Thomas]]> http://www.orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/comment-page-1/#comment-706 Tue, 20 Mar 2007 05:17:58 +0000 http://orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/#comment-706 Nicely put .... found this article really useful. Nicely put …. found this article really useful.

]]> By: <![CDATA[Jacob McNulty]]> http://www.orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/comment-page-1/#comment-703 Sat, 17 Mar 2007 20:00:30 +0000 http://orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/#comment-703 Thank you Ray. The points in your post relate perfectly to one of my favorite articles on rapid on-boarding. It was a study done by MIT and they found that the best on-boarding programs combined a relational approach (communities) with an informational approach (audio learning et al). Thank you Ray. The points in your post relate perfectly to one of my favorite articles on rapid on-boarding. It was a study done by MIT and they found that the best on-boarding programs combined a relational approach (communities) with an informational approach (audio learning et al).

]]> By: <![CDATA[Ray Sims]]> http://www.orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/comment-page-1/#comment-704 Fri, 16 Mar 2007 13:38:59 +0000 http://orbitalrpm.com/2007/what-to-do-with-a-new-manager-march-is-the-time-to-find-out/#comment-704 Thanks Jacob. Nicely said regarding the integration of an 'action learning' component. Ray Thanks Jacob. Nicely said regarding the integration of an ‘action learning’ component.

Ray

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