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.
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.
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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.