PLI Blog #17- Are Your Performance Expectations Reasonable?- Part Two

PLI Blog #17- Are Your Performance Expectations Reasonable?- Part Two

There are five strategies that can help managers set expectations that will allow their employees to perform better and reduce their own frustration and stress in the work place. We discussed the first two in PLI Blog #16 and will discuss the last three in this blog. Strategy #3: Establish a realistic deadline. It is important to consider what you can reasonably expect of an […]

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PLI Blog #16: Your Performance Expectations Reasonable?- Part One

PLI Blog #16: Your Performance Expectations Reasonable?- Part One

There are many reasons why employees are unable to meet performance expectations: The expectation is not realistic in relation to the employee’s skills, experience or position in the decision-making hierarchy. The expectations are too vague. The time limits for the task are unrealistic. The manager mistakenly assumes that the employee has the necessary knowledge and resources to perform the task. The manager does not check […]

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PLI Blog #15: The Value of the Peer Learning Group Model©

PLI Blog #15: The Value of the Peer Learning Group Model©

The Peer Learning Group Model© is an innovative, self-directed and self-managed professional development opportunity for managers that uses a peer-to-peer group approach. It validates and builds on the knowledge and  skills of the group members on topics that matter most for their performance and success in the workplace. It meets onsite on the managers’ schedule. Peer learning brings tangible results to organizations. Companies that use […]

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PLI Blog #14: Learning for Performance: A New Paradigm

PLI Blog #14: Learning for Performance: A New Paradigm

Constant changes and increased business complexity have reshaped how we think about work, what constitutes work, and how we learn and develop the skills to work. The majority (70%) of what and how people learn in the workplace occurs through experiences and by working and interacting with others. Only 10% occurs through traditional training and development solutions that emphasize the storing of knowledge and a […]

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PLI Blog #13: Reasons Why Traditional Management Training Fails- Reason #3

PLI Blog #13: Reasons Why Traditional Management Training Fails- Reason #3

A third reason why traditional management training fails is that it does not reinforce the application of the new knowledge or behavior. Once managers leave a training class, they are highly unlikely to apply what they have learned because they do not feel confident enough in the new skill. For example:  The managers attend a training program on delegation. They learn the steps involved in […]

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PLI Blog #12: Reasons Why Traditional Management Training Fails- Reason #2

PLI Blog #12: Reasons Why Traditional Management Training Fails- Reason #2

A second reason why traditional management training fails is that it occurs outside the managers’ organizational context and culture. When managers attend external or public workshops, the instructor does not know and cannot incorporate reference to the individual managers’ organizational policies or procedures. For example:  Performance evaluation strategies are described in a public workshop. Again, because the managers hail from different organizations, the instructor must […]

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PLI Blog #11:  Reasons Why Traditional Management Training Fails- Reason #1

PLI Blog #11:  Reasons Why Traditional Management Training Fails- Reason #1

One primary reason why traditional management training fails is that it focuses on skill deficits rather than on performance. Typical management training is concerned with developing managerial skills rather than tackling performance problems within an organization. For example:  A training needs assessment determines that managers need to learn how to address employee morale, which is low. To learn how to address this problem, a manager […]

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PLI Blog #10: How PLGs Help Managers Manage

PLI Blog #10: How PLGs Help Managers Manage

At this point, we’ve looked at the three major reasons why managers don’t manage: they are uncomfortable with their role and responsibilities; they lack confidence in their decisions; or they simply don’t know what to do. It is also problematic when they are isolated from the knowledge, experience and support of other managers. According to Laurence Karsh, the President of SHL Americas, an organization’s human […]

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PLI Blog #9: Why Managers Don’t Manage, Part Three

PLI Blog #9: Why Managers Don’t Manage, Part Three

We’ve observed that there are three major reasons why managers don’t manage. They’re uncomfortable in their role. They lack confidence in their skills. They simply don’t know what to do. So far, we’ve considered the first two reasons why managers fail to manage and what the indicators are if they’re uncomfortable in their roles and they lack confidence in their decisions. There is a third […]

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PLI Blog #8: Why Managers Don’t Manage, Part Two

PLI Blog #8: Why Managers Don’t Manage, Part Two

We’ve observed that there are three major reasons why managers don’t manage. They’re uncomfortable in their role. They lack confidence in their skills. They simply don’t know what to do. We looked at the first reason in last week’s blog. Now we’ll consider the second reason. Some managers avoid making the difficult decisions because they are afraid of making a mistake. They lack confidence in […]

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