This helpful infographic provides actionable information on how to socialize, and gain buy-in for, the value of coaching and feedback and is a supplement to our recent eBook, “How to Sell Coaching And Feedback To Your Organization.”
You probably already know why you need a great coaching and feedback solution for your organization. Still, it can be challenging to convince others why it should be a top priority.
This new guide offers research, statistics, and tips to help you socialize the benefits of feedback and coaching with peers and leadership throughout your organization—turning what everyone knows intuitively into a solid business case that will spark action.
We all want to motivate employees to reach their potential. But how do we know what works best—positive motivation or negative? Feedback or reinforcement?
Like the famous story of the mice who’d like to put a bell on a prowling cat—evolving a performance management system can feel like a great idea that is hard to put into practice. In order to successfully implement change, three conditions must be present: a pressing desire for change—or dissatisfaction with the status quo, a vision for the future, and a process or plan for change.
Stop the madness – It’s time to change the way you manage performance.
If only 1 in 5 employees feel their performance is managed in a way that motivates them to do outstanding work, then why do we continue to employ outdated practices?
Now’s the time to modernize your performance management processes to promote greater employee engagement, motivation, and productivity. In our new infographic, 12 Compelling Reasons to Change Your Performance Management Practices, we help you diagnose organizational pain points and create a business case for change.
In sales we make buying decisions with our emotions, and then use logic and facts to justify those decisions. That’s why stories and analogies are essential components of any selling process. Stories help us engage with our prospects more effectively and put them into the right frame of mind to hear what we have to say.