This is a great way not to inspire your staff with insightful management solutions that raise the organization's bar. Competent managers have generally received years of higher education and should be able to apply those skills toward their organizational goals, not let underperforming staff struggle to guess what their goals should be and tell management how their guesswork might fit into organizational goals.
I respectfully disagree. You are correct that competent managers "generally" have required skills to lead. I believe allowing low performing individuals to be part of their solution towards success will not only empower but educate. Most individuals that have worked for me and were underperforming simply weren't educated in the process self evaluation. Teach, coach, then mentor is the key. In this situation, this could be a valuable teaching moment and one shouldn't assume (should have been vetted during the hiring process) all understand HOW TO REACH organizational goals.
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thank you
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This is a great way not to inspire your staff with insightful management solutions that raise the organization's bar. Competent managers have generally received years of higher education and should be able to apply those skills toward their organizational goals, not let underperforming staff struggle to guess what their goals should be and tell management how their guesswork might fit into organizational goals.
I respectfully disagree. You are correct that competent managers "generally" have required skills to lead. I believe allowing low performing individuals to be part of their solution towards success will not only empower but educate. Most individuals that have worked for me and were underperforming simply weren't educated in the process self evaluation. Teach, coach, then mentor is the key. In this situation, this could be a valuable teaching moment and one shouldn't assume (should have been vetted during the hiring process) all understand HOW TO REACH organizational goals.
amateurish