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Optimum Leadership

Friday, March 11, 2011. Management by Objective is like Frankenstein: Good Intentions that Turn Into a Monster. MBO is a tool to align all actions in an organization around a set of objectives by first identifying the objectives, giving employees objectives consistent with those of the organization, monitor progress, evaluate the employees and the performance (usually through performance appraisals), rewarding the achievers, punishing the slackers, and then revising the organization objectives again.

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Optimum Leadership | optimumleadership.blogspot.com Reviews

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Friday, March 11, 2011. Management by Objective is like Frankenstein: Good Intentions that Turn Into a Monster. MBO is a tool to align all actions in an organization around a set of objectives by first identifying the objectives, giving employees objectives consistent with those of the organization, monitor progress, evaluate the employees and the performance (usually through performance appraisals), rewarding the achievers, punishing the slackers, and then revising the organization objectives again.

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Optimum Leadership | optimumleadership.blogspot.com Reviews

https://optimumleadership.blogspot.com

Friday, March 11, 2011. Management by Objective is like Frankenstein: Good Intentions that Turn Into a Monster. MBO is a tool to align all actions in an organization around a set of objectives by first identifying the objectives, giving employees objectives consistent with those of the organization, monitor progress, evaluate the employees and the performance (usually through performance appraisals), rewarding the achievers, punishing the slackers, and then revising the organization objectives again.

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optimumleadership.blogspot.com

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Optimum Leadership: How to Drive Results without Forcing “Employee Engagement” into the Ditch

http://optimumleadership.blogspot.com/2011/03/how-to-drive-results-without-forcing.html

Monday, March 7, 2011. How to Drive Results without Forcing “Employee Engagement” into the Ditch. Think about the language we use to describe how leaders must lead. We have managers who must “drive” results or drive outcomes. Drive is a control word. Drive is a military term. In the dictionary even the words “to manage” means “to control.” Control is a military term. The General, or manager, gives an order and you need to follow it. What does it take to move away from the military model? An agreement is ...

2

Optimum Leadership: June 2010

http://optimumleadership.blogspot.com/2010_06_01_archive.html

Monday, June 28, 2010. Who is Really Accountable? I was asked to handle the large order; I had not been trained properly, however, and two months after winning the business, I came to find out that we were going to miss three important ship dates. There was nothing we could do but agree to custom-make new packaging on the dates Gillette was suggesting – an incredibly expensive and time-consuming option. I was a hero one week, and then two months later I was a bum. Why? Why should I have been blamed for a...

3

Optimum Leadership: February 2011

http://optimumleadership.blogspot.com/2011_02_01_archive.html

Monday, February 28, 2011. Employees Feel Like Volunteers or Slaves? 2 Changes to Make First to Create Engaged Volunteers. Leaders who want volunteers must make two important changes. They must change their thinking about people and policy. Which type of employee creates greater profitability, quality customer service, and innovative ideas, a volunteer or slave? Ask yourself, would you want all volunteers or all slaves? All these outcomes must begin after two very important changes in thinking. Two i...

4

Optimum Leadership: July 2010

http://optimumleadership.blogspot.com/2010_07_01_archive.html

Wednesday, July 21, 2010. Don't Light the Fire, Stop Throwing Water. Many leaders believe they must always do something to improve employee engagement. They often have statements such as, "We must drive performance", or "We must light the fire within each employee", or "We must reward individual high performers to increase overall performance.". Then, if you replace these "fire extinguishing policies" with a laser like focus on improving the system you can reduce waste and increase customer appreciation&...

5

Optimum Leadership: Management by Objective is like Frankenstein: Good Intentions that Turn Into a Monster

http://optimumleadership.blogspot.com/2011/03/management-by-objective-is-like.html

Friday, March 11, 2011. Management by Objective is like Frankenstein: Good Intentions that Turn Into a Monster. MBO is a tool to align all actions in an organization around a set of objectives by first identifying the objectives, giving employees objectives consistent with those of the organization, monitor progress, evaluate the employees and the performance (usually through performance appraisals), rewarding the achievers, punishing the slackers, and then revising the organization objectives again.

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Friday, March 11, 2011. Management by Objective is like Frankenstein: Good Intentions that Turn Into a Monster. MBO is a tool to align all actions in an organization around a set of objectives by first identifying the objectives, giving employees objectives consistent with those of the organization, monitor progress, evaluate the employees and the performance (usually through performance appraisals), rewarding the achievers, punishing the slackers, and then revising the organization objectives again.

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