One of a manager's toughest--and most important--responsibilities is to evaluate an employee's performance, providing honest feedback and clarifying what they've done well and where they need to improve. In How to Be Good at Performance Appraisals, Dick Grote provides a concise, hands-on guide to succeeding at every step of the performance appraisal process--no matter what performance management system your organization uses. Through step-by-step instructions, examples, do-and-don't bullet lists, sample dialogues, and suggested scripts, he shows you how to handle every appraisal activity from setting goals and defining job responsibilities to evaluating performance quality and discussing the performance evaluation face-to-face. Based on decades of experience guiding managers through their biggest challenges, Grote helps answer the questions he hears most often: -How do I set goals effectively? How many goals should someone set?-How do I evaluate a person's behaviors? Which counts more, behaviors or results? -How do I determine the right performance appraisal rating? How do I explain my rating to a skeptical employee?-How do I tell someone she's not meeting my expectations? How do I deliver bad news? Grote also explains how to tackle other thorny performance management tasks, including determining compensation and terminating poor performers. In accessible and useful language, How to Be Good at Performance Appraisals will help you handle performance appraisals confidently and successfully, no matter the size or culture of your organization. It's the one book you need to excel at this daunting yet critical task.

    Pink, author of TO SELL IS HUMAN and DRIVE "The Ballé books are a great way to get started or to speed up your pace of transformation, personal and organizational." —Jim Womack, Founder of Lean Enterprise Institute In their new business novel Lead With Respect, authors Michael and Freddy Ballé reveal the true power of lean: developing people through a rigorous application of proven tools and methods. And, in the process, creating the only sustainable source of competitive advantage—a culture of continuous improvement. In this engaging and insightful story, CEO Jane Delaney of Southcape Software discovers from her sensei Andy Ward that learning to lead with respect enables her to help people improve every day. “For us, lean is all about challenging yourself and each other to find the right problems, and working hard every day to engage people in solving them,” he says. Lead With Respect’s timely message brings a new understanding of lean. While lean has become essential for companies to compete in today’s global economy, most practitioners see it as a rigorous focus on process to produce higher quality goods and services—a limited understanding that fails to realize the true power of this approach. This new novel by the Ballés, the third in a series that includes Shingo Research Award-winners The Gold Mine and The Lean Manager, breaks new ground by sharing huge amounts of practical information on the most important yet least understood aspect of lean management: how to develop people through a rigorous application of lean tools. You’ll learn: • How to apply Lead With Respect attitudes to the lean tools you are using now so that you develop a truly sustainable lean culture. • What specific steps to follow to make lean leadership behaviors daily habits. • How to manage with respect through the emotion, conflict, tension, and self-doubt that you’ll face during a lean transformation.

    Organizations that retain and promote top talent—both female and male—are more likely to thrive.But the mentoring landscape is unequal. Evidence consistently shows that women face more barriers in securing mentorships than men, and when they do find a mentor, they may reap a narrower range of both career and psychological benefits. Athena Rising is a book for men about how to mentor women deliberately and effectively. It is a straightforward, no-nonsense manual for helping men of all institutions, organizations, and businesses to become excellent mentors to women.Co-authors W. Brad Johnson, PhD and David Smith, PhD draw from extensive research and years of experience as experts in mentoring relationships and gender workplace issues. When a man mentors a woman, they explain, the relationship is often complicated by conventional gender roles and at times hostile external perceptions. Traditional notions of mentoring are often modeled on male-to-male relationships—the sort that begin on the golf course, involve a nearly exclusive focus on career achievement, and include more than a few slaps on the back over drinks after work. But women often report a desire for mentoring that integrates career and family aspects of life. Women want a mentor who not only “gets” this, but truly honors it.Men need to fully appreciate just how crucial their support of promising junior women can be in helping them to persist, promote, and thrive in their vocations and organizations. As women succeed, lean in, and assume leading roles in any organization or work context, that culture will become more egalitarian, effective, and prone to retaining top talent.

    He argues that luck plays a major role in your success, and you can’t do anything about it.THE HOLY BOOK OF LUCK is the book which takes you on a pleasant journey to really change your perspective forever about luck and hard work.

    The population in this new land has different attitudes (many entitled and narcissistic) and speaks a different language (emojis and social media). Attention spans are six to eight seconds. They multi-task on five screens. They often possess multiple personas on social media platforms. Understanding and connecting with this generation is often times frustrating and draining. The old maps that helped adults navigate students through adolescence are now producing graduates who move back home, are afraid to take healthy risks, and are unwilling to start at the bottom of a career path. We’re in new territory. We need new strategies on how to navigate new land…to march off our old maps and create new ones. That is what this book is all about. From decades of research and hands-on experience, Dr. Tim Elmore and Andrew McPeak collate their conclusions into one resource. In Marching Off the Map, they share practical, research-based solutions that help adults: • Inspire students to own their education and their future • Lead students from an attitude of apathy to one of passion through metacognition • Enable students to push back from the constant digital distractions and practice mindfulness • Raise kids who make healthy progress, both emotionally and intellectually, through their teenage years • Give students the tools to handle the complexities of an ever-changing world • Understand and practically apply the latest research on Generation Z • Leverage what is cultural to instill in teens the wisdom and advice you know they need to succeed in any stage of life.

    Originally based on research and first-person interviews with 125 top leaders--with some surprising results--"True North" quickly became a must-read business classic when it was first published in 2007. In this important book, acclaimed former Medtronic CEO Bill George and shares the wisdom of these outstanding leaders and describe how you can develop as an authentic leader. The world has changed drastically since 2007, and in this first revision, Bill George adds new leaders relevant in today's world as well as updated interviews with CEOs who have weathered the changes in our world. Representing a global, diverse workforce and leaders of all ages, across industries, "True North" presents a concrete and comprehensive program for leadership success and shows how to create your own Personal Leadership Development Plan centered on five key areas: - Knowing your authentic self- Defining your values and leadership principles- Understanding your motivations- Building your support team- Staying grounded by integrating all aspects of your life"True North" offers an opportunity for anyone to transform their leadership path and become the authentic leader they were born to be.

    It's not about brown nosing, schmoozing, or sucking up. It's about developing robust relationships with the people who have enormous influence over your career. Being able to effectively manage up is good for you, good for your boss, and good for your organization. Self-awareness is also a hallmark of success, and Managing Up will teach readers about themselves, too. One of the most effective insights is to understand your own personality and your boss's to see how you can adapt yours to theirs. In Managing Up, you will learn strategies to quickly assess who you are, and who your boss is, and then understand where and how you can align to move forward. (This works for spouses and partners, too.)

    Unfortunately, change is extraordinarily difficult, and most attempts to initiate and sustain it fail. In It Starts with One, J. Stewart Black and Hal B Gregersen identify the core problem: changing individuals and the "mental maps" inside their heads must happen before you can change the organization. Just as actual maps guide people's footsteps, mental maps guide daily behavior. Successful strategic change for the organization is all about changing individual mental maps and behaviors first, because they are the organization.To change organizations, you must break through your own brain barrier -- and help those around you do the same. One step at a time, It Starts with One shows how to do that: how to create new destinations, and new, more inspiring effective paths to sustainable change. Black and Gregersen systematically identify the brain barriers that stand in your way: failure to see, failure to move, and failure to finish. Drawing on their extensive experience consulting with world-class organizations, they offer integrated tools, strategies, and solutions for overcoming each of these obstacles. This edition offers even more effective tools, more guidance on leading change in globalizing environments, and more insight into changing your own mental maps...liberating yourself to transform your entire organization.Seventy percent of organizations that seek strategic change fail. Organizations can't change because individuals don't change. Individuals don't change because powerful mental maps stand in their way. This book offers a powerful, start-to-finish strategy for helping people redraw their mental maps -- and unleash their power to deliver superior, sustained strategic change. Thoroughly updated with new techniques, case studies, and examples, this book offers even more valuable insights for today's leaders and managers.

    Advances in technology, shifts in demographics, and developments in global politics will all play a part in dramatically transforming our future. But this book is not about predicting the future-it's about understanding the principles that will shape it. Scores of youth-oriented church-planting movements have come and gone quickly over the last century, many of them with the potential to literally change the world for Christ. Unfortunately, most didn't survive because they were unable to maintain what made them so effective in their first twenty years.The same mission, values, and culture that inspire movements must also sustain them. Simple to say. Not so easy to do. 100 Years From Now explores the importance of understanding mission, values, and culture in order to grow and sustain a movement for generations."100 Years from Now invites a truly global conversation on what the Spirit is saying to the churches about God's mission for every nation." -Dr. Timoteo Gener, President and Professor of Theology, Asian Theological Seminary

    And yet this is the time when you are likely to have the most freedom, power, confidence and self knowledge than ever before. Some serious life has been lived: there have been great loves, heartbreaks, births, marriages, careers, betrayals, bereavements and survival. So what now? What happens when the narrative given to you by society - husband, babies, house - runs out and you become storyless? Including chapters on menopause, sex, culture, work, rage and freedom, writer and journalist Sam Baker shares her experiences of life post 40 and shows how women to create their own story. This needn't herald the era of loose clothing and hair dye; or hot flashes and bad sleep (though there is that too). It's time women north of 40 took a leaf out of the millennial handbook and reinvented things our way. Sam hosts a podcast of the same name, now with over 50 thousand downloads. Harness your energy, opinions and power and create a liberating new narrative for the second half of life.

    In helping Memorial Medical Center build a culture of ownership, Carol Jean Hawtrey with the help of Florence Nightingale create a roadmap that every hospital can follow to create a more positive and productive workplace and a build a sustainable source of competitive advantage. In the form of a business parable, the story shows readers why the invisible architecture of core values, corporate culture, and emotional climate is more important than bricks and mortar for creating patient, physician and employee loyalty, and describes eight essential characteristics of a culture of ownership. Dozens of practical strategies for fostering a more positive and productive organization are woven into the story.

    John Bichelmeyer dispensed much more than ground beef and bacon to his customers. A man with only an eighth-grade education and father of 10 children, he offered rare wisdom and compassion to his clientele, friends and family that came from the heart.Now his daughter, Mary B. Lucas, B.D., tells the story of how she earned her B.D. (which stands for "butcher's daughter") by spending hours at the butcher-block table in the family kitchen, listening to her father's stories about how he achieved success by making deep connections with the people around him. In turn, Mary used her father's advice to find the passion and perseverance to rise to the top of the staffing industry.As John used to say, "Remember to put the `comeback sauce' on everyone you meet." In Lunch Meat & Life Lessons: Sharing a Butcher's Wisdom, Mary offers a healthy dose of that sauce, which will empower everyone who reads this book to reach their full potential.

    Simply forbidding these conversations is just sweeping a problem under the rug. Award-winning diversity and inclusion consultant Mary-Frances Winters has been leading workshops on what she calls Bold, Inclusive Conversations for years. She offers specific dialogue techniques to foster greater understanding across diversity: - Identifying words, phrases and topics that can be triggering to some groups and avoiding or reframing them to open dialogue rather than shut it down - Dealing with the "fragility" of dominant groups--the extreme reluctance to engage with the concerns of nondominant groups - Addressing the fatigue historically marginalized groups feel from constantly explaining their experience - Understanding the difference between dialogue and debateThis is a comprehensive guide for leaders who want to create brave spaces for dialogue and facilitate discussions on potentially polarizing topics.

    Inthissense,the coach has to become a discriminating eclectic,developingakeen sense of judgment to select which threads are bestwovenintothe fabric and those that it would be better to simplythrowaway.Coaching for Leadership is intended to be acherishedcompanion inthat learning journey presented by the world'sgreatestcoaches,including: Marshall Goldsmith, Paul Hersey, BeverlyKay,DaivdUlrich and many more. Contents PART I: FOUNDATIONS OF COACHING 1 Coaching for Behavioral Change 2 Coaching at the Heart of Strategy 3 Situational Leadership and Executive Coaching 4 Coaching and Consultation Revisited: Are They the Same? 5 Demystifying the Coaching Mystique PART II: PORTRAIT OF A LEADER 6 The Accomplished Leader 7 Writing for Leadership: Penning Your Leadership Voice 8 Seeking Value in a Shattered World of Work 9 The Right Stuff of Leadership 10 The Purposeful Leader: A Purpose Checkup 11 When Leaders Are Coaches PART III: CHALLENGES AND FORCES OF CHANGE 12 Awareness Coaching for Men and Women 13 Coaching to Empower 14 Leading Across National Boundaries 15 Coaching for Governance 16 Leadership Insight: Going Beyond the DehydratedLanguageofManagement PART IV: RECOGNIZING AND DEVELOPINGHIGH-POTENTIALS 17 Coaching for Engagement and Retention 18 Coaching Future Lawyer-Leaders: A Case Study 19 Team Building Without Time Wasting 20 Leaders Building Leaders: High-PotentialDevelopmentandExecutive Coaching at Microsoft 21 The Care and Feeding of Hi-Po Leaders 22 Mentoring Is Circular PART V: INTO ACTION 23 Effectively Influencing Decision Makers: EnsuringThatYourKnowledge Makes a Difference 24 From the FastForward Playbook: SuccessfullyTransitionintoBigger Roles 25 Strength in Numbers: The Advantage of Being a

    The solution? Collective efficacy (CE)--the belief that, through collective actions, educators can influence student outcomes and increase achievement. Educators with high efficacy show greater effort and persistence, willingness to try new teaching approaches, and attend more closely to struggling students' needs. This book presents practical strategies and tools for increasing student achievement by sharing:Rationale and sources for establishing CE Conditions and leadership practices for CE to flourish Professional learning structures/protocols