Entries by David Town

Maximizing Personal Productivity Part 2 – Developing a Process for Time Management Decision Making

This blog is the second in a series on the topic of “Maximizing Personal Productivity”.  Part 1 focused on the importance of understanding that time is a fixed resource and There really is no such thing as “I don’t have time” – there is only “I didn’t decide to spend my time on that!”.  The […]

Maximizing Personal Productivity Part 1: Understanding Time Management

Does it seem like you need to constantly check your smart phone and you feel overwhelmed by too many emails, too many texts, too many phone calls, too many interruptions and the feeling of not having enough time? Then you need to invest a few minutes of time to find out about “Maximizing Personal Productivity […]

Managing Employee Performance – Assessing Performance Part 4

This blog is part of a series focusing on the topic of “Managing Employee Performance”.  Managing employee performance in the workplace is comprised of all of the interactions and activities that take place between an employer and an employee that result in the achievement of goals and expectations. Previous blogs in this series answered questions […]

Managing Employee Performance – Assessing Performance Part 3

Previous blogs in this series answered questions about how we assess performance and how we can share those assessments by “landing” the message. This blog will offer further insights into how to be effective at landing the message.

Managing Employee Performance – Assessing Performance

Managing employee performance in the workplace is comprised of all of the interactions and activities that take place between an employer and an employee, that result in the achievement of goals and expectations.

Managing Employee Performance – Assessing Performance

This blog is part of a series focusing on the topic of “Managing Employee Performance”. Managing employee performance in the workplace is comprised of all of the interactions and activities that take place between an employer and an employee, that result in the achievement of goals and expectations.

The previous two blogs offered insights into how to set expectations. We will now explore how to assess performance and provide employees with meaningful information on how they are doing.

Managing Employee Performance – Setting Expectations Part 2

This blog is the third in a series focusing on the topic of “Managing Employee Performance”. Managing employee performance in the workplace is comprised of all of the interactions and activities that take place between an employer and an employee that result in the achievement of goals and expectations. The previous blog offered insights into how to set expectations. Context, clarity and degrees of freedom are key elements in the development of clear expectations. This blog will continue the topic of how to set expectations with a review of goal-setting.

Managing Employee Performance – Setting Expectations

Many organizations struggle with performance management because the primary emphasis is on other purposes such as tracking performance on forms, or establishing compensation. While these can be important benefits of managing performance, the most important objective is employee success. Performance management is not an event; it is an ongoing process.

Managing Employee Performance – It’s Not About the Forms

This blog is the first in a series focusing on the topic of “Managing Employee Performance”. This is a hot topic with many organizations because the performance management process they are using often creates more problems than it solves.

Research indicates that many organizations have chosen to abandon what they describe as the “annual performance appraisal” process because of the problems it seems to create. This blog will address some of the key challenges faced by organizations in managing employee performance.

Leadership & Character – Courage

This blog is part of a series focusing on the attributes that lead to a positive assessment of a leader’s character. Each of the positive character attributes contribute in their own way to the ability of the leader to make good, character-based decisions with respect to the actions they take as a leader. The focus for this blog is on courage.

Courage doesn’t always have to involve a dangerous situation

When we talk about courage, people often think about someone who has taken action in a dangerous situation. Although these kinds of situations certainly demonstrate courage, in the context of leadership, it is important to broaden the definition.