PERFORMANCE
The conventional wisdom says that performance comes down to how employees are rated and paid. But the science suggests that it’s really a matter of the quality of conversations being had.
That’s because conversation is the linchpin of performance, connecting everything from goal setting to everyday feedback to career conversations, from talent strategy down to manager capability.
RESEARCH
Feedback is traditionally given and structured. This makes feedback a threatening situation — and as new experimental research shows, it’s uncomfortable for the giver and receiver.
This leads to more imprecise feedback, given less. The switch: getting to a culture of asking for feedback.
THOUGHT LEADERSHIP
With unprecedented levels of uncertainty causing daily strains on our mental health, now is a time for leaders to embrace their role in supporting team members and driving engagement. That’s especially true when it comes...
Innovation is like a mirage, a desired state that’s seemingly always just ahead of you but never quite within reach. (Sometimes it might feel like the only place you’ll find innovation is at the top...
Earlier this year, Microsoft surveyed its employees to find out what was and wasn’t working with the company’s performance culture. At the time, Microsoft employees were getting feedback through an online tool that used numerical...
Growth Mindset in Performance Management
With growth mindset, disruption doesn’t have to mean destruction.
NLI’s new white paper, “Growth Mindset Supports Organizations Through Disruption,” leaders will meet five companies, across various industries and size, that embraced growth mindset in the face of intense disruption.
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