GREAT Presentation on GOOD to GREAT by Jim Collins

Eric1871 · #**121** 27-10-2009, 02:30 PM

Measurable goals
Express your goals in specific, preferably measurable, terms. The more precise we can make our goals, the easier it is for our subconscious to get to work on them. Precise goals will help us identify all sorts of opportunities and sources of help to draw on. Specific goals fast-track our progress. Measurable goals are the most clear of all.

Results and activity
Focus on results and activity. Effective goals spell out both the end results and the activities needed to achieve them. Results Goals point us in the right direction. They often depend partly on outside factors that we can't fully influence or control. So they must be realistic enough to be achievable and challenging enough to be motivating.

Eric1871 · #**122** 02-11-2009, 07:52 AM

OD IS AN ONGOING INTERACTIVE PROCESS
The essential point in calling OD a process is to characterize it as a dynamic, moving, changing thing. People learn new skills and forget old ones; the structure of the organization changes, and then another change is put on top of that; problems are solved and new ones develop; a sick subsystem gets well and a heretofore healthy one develops bad symptoms. There are good days and bad days for the OD program as well as successes and failures. Thus it is imperative that organization development be viewed as a dynamic process for changing dynamic systems. Neither human systems (organizations) nor planned change processes (OD) are static phenomena; they are in constant flux and flow.

Eric1871 · #**123** 03-11-2009, 10:44 AM

To develop you member’s performance, you need to build a sense of competence among your team members. There are five strategies to accomplish this:

- Providing Knowledge
- Giving Positive feedback
- Skill Recognition
- Challenge
- High, non comparative standards

gmvenkatesh · #**124** 03-11-2009, 12:42 PM

Hi Eric,

Plz mail me the slides at

thanks in advance
venkat

Eric1871 · #**125** 04-11-2009, 08:12 AM

Venkat, you can view the slides at HR Management - Free HR Tools and Presentation Slides

Eric1871 · #**126** 05-11-2009, 08:03 AM

The company is not in charge of your career—you are. Your people can no longer wait for you to come to them with a new assignment or opportunity; they must seek out such opportunities themselves. Your relationship with them is no longer one of parent-to-child, but adult-to-adult. They share the responsibility for initiating career discussions. Even being designated as a "high potential" or a valued employee may not guarantee they will keep their place in the succession plan, as these plans have become less relevant as the pace of change has picked up. You will meet your employees more than halfway by giving them the tools and counsel they need to take charge of their careers.

Eric1871 · #**127** 06-11-2009, 06:17 AM

Productive communication styles are problem oriented, descriptive and require active listening.

Problem Oriented

Productive communication is problem-oriented, not person oriented. Person-oriented communication focuses on the characteristics of the individual, not the event, and it communicates the impression that the individual is inadequate. One problem with person-oriented communication is that, while most people can change their behavior, few can change their basic personalities. Because nothing can generally be done to accommodate person-oriented communication, it leads to a deterioration in the relationship rather than to problem solving.

Eric1871 · #**128** 09-11-2009, 10:05 AM

Once a corporate culture is in place, there are practices within the organization that act to maintain it by giving employees a set of similar experiences. For example, many of the human resource practices reinforce the organization's culture. The selection process, performance evaluation criteria, reward practices, training and career development activities, and promotion procedures ensure that those hired fit in with the culture, reward those who support it, and penalize (and even expel) those who challenge it.

Eric1871 · #**129** 10-11-2009, 08:11 AM

Extensive research into peak performers in all walks of life shows that they have very similar ways of thinking about themselves and others. They share other similar mindsets, too. Because of this, they operate in similar ways. This article explains what we know about peak performers, whether in business, public service, private life, school, athletics, or team pursuits. People who adopt these four mindsets and approaches to life become peak performers, too.

Eric1871 · #**130** 11-11-2009, 07:28 AM

Your business message is "complete" when it contains all facts the reader or listener needs for the reaction you desire. Remember that communicators differ in their mental filters; they are influenced by their backgrounds, viewpoints, needs, attitudes, status, and emotions.

Completeness is necessary for several reasons. First, complete messages are more likely to bring the desired results without the expense of additional messages. Second, they can do a better job of building goodwill. Third, they can help avert costly lawsuits that may result if important information is missing.

As you strive for completeness, keep the following guidelines in mind:

• Answer all questions asked.
• Give something extra, when desirable.
• Check for the five W's and any other essentials.