Goals: Are goals the only way (or even the best way) to motivate high performance? Give way to alternatives on your journey to Agile Performance Management

Goal setting has been the de facto standard for motivating high performance. Consultants and traditionalists advocate SMART goals, and startups favour the variant of Objective and Key Results (OKR's) made famous by Google. What if you've found goals don't inspire your people, or you've found goals are the predominant cause of stress in your workplace? Are there alternatives to goals and how can people do their best work without goals? We propose 2 alternatives. [More]

If we could just get managers talking with their people

So many times we hear people and culture teams exasperated that they can't get managers to have meaningful conversations with their teams. They won't make time for check in's, they don't connect the work to purpose, they don't have an interest in what makes their people tick. The list goes on. The truth is this isn't one conversation, it's many and managers need tools to equip them to approach people leadership topics without fear. We've found that 9 modes of interaction are needed to support the kinds of conversations that you want to happen in your workplace. [More]

Are sterile goals preventing viral employee engagement?

When it comes to inspiring people through goals, the old approach of setting SMART goals often misses the key to engaging staff with goals.
If you align the persons life goals and strengths to the needs of the organisation, you end in a much better place of buy-in.
Think of it as needs and strengths alignment, not goal alignment and you can take a SMARTER approach to your goal setting process. [More]