In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n
We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n
We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n
We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n
We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n
We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
In summary, some simple suggestions towards making performance appraisals effective are:<\/p>\n\n\n\n
A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n
We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
An effective appraisal requires both an objective observer and a performer receptive to feedback. Most prevalent belief is that the observer is solely responsible for an effective appraisal. Again, there is an abundance of training available for setting goals, making objective observations, creating a conducive environment for conducting an appraisal session, being positive while communicating weaknesses (sorry, areas of improvements) etc. Systems tend to pile up all the responsibility on the observer. Whereas, for the performer, most training is focused on selling the merits of the appraisal system. At least in the Indian context, all through academics, the only feedback that anyone gets is the one derived from grades, one got in the exams. Qualitative feedback is not very common. Whereas the corporate performance appraisal systems are essentially qualitative. This change does not get understood easily by people who transition. Hence the tendency to equate compensation revision to performance is enhanced.<\/p>\n\n\n\n
In summary, some simple suggestions towards making performance appraisals effective are:<\/p>\n\n\n\n
A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n
We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Another major fallout of linking appraisal and compensation is that compensation revisions are typically once a year. Just before the revision process, the appraisal documentation and discussion is performed. Consolidating and communicating the performance over a year in one meeting becomes academic and loses objective. The most impactful feedback is the one that is given when the observation is fresh and both the observer and the performer have a good recollection of the performance. So, if everyone is encouraged to provide feedback on a regular basis and the year-end exercise is more to consolidate all the observations made through the year, the actual objective of this exercise can be realized, else it remains a ritual.<\/p>\n\n\n\n
An effective appraisal requires both an objective observer and a performer receptive to feedback. Most prevalent belief is that the observer is solely responsible for an effective appraisal. Again, there is an abundance of training available for setting goals, making objective observations, creating a conducive environment for conducting an appraisal session, being positive while communicating weaknesses (sorry, areas of improvements) etc. Systems tend to pile up all the responsibility on the observer. Whereas, for the performer, most training is focused on selling the merits of the appraisal system. At least in the Indian context, all through academics, the only feedback that anyone gets is the one derived from grades, one got in the exams. Qualitative feedback is not very common. Whereas the corporate performance appraisal systems are essentially qualitative. This change does not get understood easily by people who transition. Hence the tendency to equate compensation revision to performance is enhanced.<\/p>\n\n\n\n
In summary, some simple suggestions towards making performance appraisals effective are:<\/p>\n\n\n\n
A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n
We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
More than 90% of the organizations use the output from the appraisal system directly to revise compensation. Many individuals, tend to read a lot about their performance from the revision in compensation, rather than from the objective feedback provided. The actual compensation changes, in terms of numbers, have more to do with the company\/industry performance, competition in the job market and a whole lot of other factors external to the individual performance. So, however objective the feedback was provided, many valid observations and feedback are lost on the individual.<\/p>\n\n\n\n
Another major fallout of linking appraisal and compensation is that compensation revisions are typically once a year. Just before the revision process, the appraisal documentation and discussion is performed. Consolidating and communicating the performance over a year in one meeting becomes academic and loses objective. The most impactful feedback is the one that is given when the observation is fresh and both the observer and the performer have a good recollection of the performance. So, if everyone is encouraged to provide feedback on a regular basis and the year-end exercise is more to consolidate all the observations made through the year, the actual objective of this exercise can be realized, else it remains a ritual.<\/p>\n\n\n\n
An effective appraisal requires both an objective observer and a performer receptive to feedback. Most prevalent belief is that the observer is solely responsible for an effective appraisal. Again, there is an abundance of training available for setting goals, making objective observations, creating a conducive environment for conducting an appraisal session, being positive while communicating weaknesses (sorry, areas of improvements) etc. Systems tend to pile up all the responsibility on the observer. Whereas, for the performer, most training is focused on selling the merits of the appraisal system. At least in the Indian context, all through academics, the only feedback that anyone gets is the one derived from grades, one got in the exams. Qualitative feedback is not very common. Whereas the corporate performance appraisal systems are essentially qualitative. This change does not get understood easily by people who transition. Hence the tendency to equate compensation revision to performance is enhanced.<\/p>\n\n\n\n
In summary, some simple suggestions towards making performance appraisals effective are:<\/p>\n\n\n\n
A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n
We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
We see a lot of articles on performance appraisal systems with a focus on the processes to be implemented and Dos & Don\u2019ts while performing the exercise. Such articles cover many valuable points. While there is a lot of merit in learning such techniques, the system continues to be under-leveraged and abused in many large corporates.<\/p>\n\n\n\n
More than 90% of the organizations use the output from the appraisal system directly to revise compensation. Many individuals, tend to read a lot about their performance from the revision in compensation, rather than from the objective feedback provided. The actual compensation changes, in terms of numbers, have more to do with the company\/industry performance, competition in the job market and a whole lot of other factors external to the individual performance. So, however objective the feedback was provided, many valid observations and feedback are lost on the individual.<\/p>\n\n\n\n
Another major fallout of linking appraisal and compensation is that compensation revisions are typically once a year. Just before the revision process, the appraisal documentation and discussion is performed. Consolidating and communicating the performance over a year in one meeting becomes academic and loses objective. The most impactful feedback is the one that is given when the observation is fresh and both the observer and the performer have a good recollection of the performance. So, if everyone is encouraged to provide feedback on a regular basis and the year-end exercise is more to consolidate all the observations made through the year, the actual objective of this exercise can be realized, else it remains a ritual.<\/p>\n\n\n\n
An effective appraisal requires both an objective observer and a performer receptive to feedback. Most prevalent belief is that the observer is solely responsible for an effective appraisal. Again, there is an abundance of training available for setting goals, making objective observations, creating a conducive environment for conducting an appraisal session, being positive while communicating weaknesses (sorry, areas of improvements) etc. Systems tend to pile up all the responsibility on the observer. Whereas, for the performer, most training is focused on selling the merits of the appraisal system. At least in the Indian context, all through academics, the only feedback that anyone gets is the one derived from grades, one got in the exams. Qualitative feedback is not very common. Whereas the corporate performance appraisal systems are essentially qualitative. This change does not get understood easily by people who transition. Hence the tendency to equate compensation revision to performance is enhanced.<\/p>\n\n\n\n
In summary, some simple suggestions towards making performance appraisals effective are:<\/p>\n\n\n\n
A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n
We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n
So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n
Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n
So what is the change that is needed?<\/p>\n\n\n\n
They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n
In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n
In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n
As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Inculcating a discipline for business discovery doesn\u2019t need any other investment other than a focused, approach and dedicated time. Pivoting is quick, refinement and enhancement are timely and most of all, realistic understanding and empathy building with customers are established early on. This builds a solid base on which to build out a product\/service MVP and launch field trials quickly.<\/span><\/p>\n","post_title":"Business Discovery- Do Your Research and Get out of the Building","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"business-discovery-research-get-building","to_ping":"","pinged":"","post_modified":"2024-10-04 08:44:52","post_modified_gmt":"2024-10-04 03:14:52","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10729","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10074,"post_author":"12","post_date":"2018-04-10 10:41:13","post_date_gmt":"2018-04-10 05:11:13","post_content":"\n We see a lot of articles on performance appraisal systems with a focus on the processes to be implemented and Dos & Don\u2019ts while performing the exercise. Such articles cover many valuable points. While there is a lot of merit in learning such techniques, the system continues to be under-leveraged and abused in many large corporates.<\/p>\n\n\n\n More than 90% of the organizations use the output from the appraisal system directly to revise compensation. Many individuals, tend to read a lot about their performance from the revision in compensation, rather than from the objective feedback provided. The actual compensation changes, in terms of numbers, have more to do with the company\/industry performance, competition in the job market and a whole lot of other factors external to the individual performance. So, however objective the feedback was provided, many valid observations and feedback are lost on the individual.<\/p>\n\n\n\n Another major fallout of linking appraisal and compensation is that compensation revisions are typically once a year. Just before the revision process, the appraisal documentation and discussion is performed. Consolidating and communicating the performance over a year in one meeting becomes academic and loses objective. The most impactful feedback is the one that is given when the observation is fresh and both the observer and the performer have a good recollection of the performance. So, if everyone is encouraged to provide feedback on a regular basis and the year-end exercise is more to consolidate all the observations made through the year, the actual objective of this exercise can be realized, else it remains a ritual.<\/p>\n\n\n\n An effective appraisal requires both an objective observer and a performer receptive to feedback. Most prevalent belief is that the observer is solely responsible for an effective appraisal. Again, there is an abundance of training available for setting goals, making objective observations, creating a conducive environment for conducting an appraisal session, being positive while communicating weaknesses (sorry, areas of improvements) etc. Systems tend to pile up all the responsibility on the observer. Whereas, for the performer, most training is focused on selling the merits of the appraisal system. At least in the Indian context, all through academics, the only feedback that anyone gets is the one derived from grades, one got in the exams. Qualitative feedback is not very common. Whereas the corporate performance appraisal systems are essentially qualitative. This change does not get understood easily by people who transition. Hence the tendency to equate compensation revision to performance is enhanced.<\/p>\n\n\n\n In summary, some simple suggestions towards making performance appraisals effective are:<\/p>\n\n\n\n A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n So what is the change that is needed?<\/p>\n\n\n\n They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Inculcating a discipline for business discovery doesn\u2019t need any other investment other than a focused, approach and dedicated time. Pivoting is quick, refinement and enhancement are timely and most of all, realistic understanding and empathy building with customers are established early on. This builds a solid base on which to build out a product\/service MVP and launch field trials quickly.<\/span><\/p>\n","post_title":"Business Discovery- Do Your Research and Get out of the Building","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"business-discovery-research-get-building","to_ping":"","pinged":"","post_modified":"2024-10-04 08:44:52","post_modified_gmt":"2024-10-04 03:14:52","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10729","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10074,"post_author":"12","post_date":"2018-04-10 10:41:13","post_date_gmt":"2018-04-10 05:11:13","post_content":"\n We see a lot of articles on performance appraisal systems with a focus on the processes to be implemented and Dos & Don\u2019ts while performing the exercise. Such articles cover many valuable points. While there is a lot of merit in learning such techniques, the system continues to be under-leveraged and abused in many large corporates.<\/p>\n\n\n\n More than 90% of the organizations use the output from the appraisal system directly to revise compensation. Many individuals, tend to read a lot about their performance from the revision in compensation, rather than from the objective feedback provided. The actual compensation changes, in terms of numbers, have more to do with the company\/industry performance, competition in the job market and a whole lot of other factors external to the individual performance. So, however objective the feedback was provided, many valid observations and feedback are lost on the individual.<\/p>\n\n\n\n Another major fallout of linking appraisal and compensation is that compensation revisions are typically once a year. Just before the revision process, the appraisal documentation and discussion is performed. Consolidating and communicating the performance over a year in one meeting becomes academic and loses objective. The most impactful feedback is the one that is given when the observation is fresh and both the observer and the performer have a good recollection of the performance. So, if everyone is encouraged to provide feedback on a regular basis and the year-end exercise is more to consolidate all the observations made through the year, the actual objective of this exercise can be realized, else it remains a ritual.<\/p>\n\n\n\n An effective appraisal requires both an objective observer and a performer receptive to feedback. Most prevalent belief is that the observer is solely responsible for an effective appraisal. Again, there is an abundance of training available for setting goals, making objective observations, creating a conducive environment for conducting an appraisal session, being positive while communicating weaknesses (sorry, areas of improvements) etc. Systems tend to pile up all the responsibility on the observer. Whereas, for the performer, most training is focused on selling the merits of the appraisal system. At least in the Indian context, all through academics, the only feedback that anyone gets is the one derived from grades, one got in the exams. Qualitative feedback is not very common. Whereas the corporate performance appraisal systems are essentially qualitative. This change does not get understood easily by people who transition. Hence the tendency to equate compensation revision to performance is enhanced.<\/p>\n\n\n\n In summary, some simple suggestions towards making performance appraisals effective are:<\/p>\n\n\n\n A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n So what is the change that is needed?<\/p>\n\n\n\n They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
Inculcating a discipline for business discovery doesn\u2019t need any other investment other than a focused, approach and dedicated time. Pivoting is quick, refinement and enhancement are timely and most of all, realistic understanding and empathy building with customers are established early on. This builds a solid base on which to build out a product\/service MVP and launch field trials quickly.<\/span><\/p>\n","post_title":"Business Discovery- Do Your Research and Get out of the Building","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"business-discovery-research-get-building","to_ping":"","pinged":"","post_modified":"2024-10-04 08:44:52","post_modified_gmt":"2024-10-04 03:14:52","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10729","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":10074,"post_author":"12","post_date":"2018-04-10 10:41:13","post_date_gmt":"2018-04-10 05:11:13","post_content":"\n We see a lot of articles on performance appraisal systems with a focus on the processes to be implemented and Dos & Don\u2019ts while performing the exercise. Such articles cover many valuable points. While there is a lot of merit in learning such techniques, the system continues to be under-leveraged and abused in many large corporates.<\/p>\n\n\n\n More than 90% of the organizations use the output from the appraisal system directly to revise compensation. Many individuals, tend to read a lot about their performance from the revision in compensation, rather than from the objective feedback provided. The actual compensation changes, in terms of numbers, have more to do with the company\/industry performance, competition in the job market and a whole lot of other factors external to the individual performance. So, however objective the feedback was provided, many valid observations and feedback are lost on the individual.<\/p>\n\n\n\n Another major fallout of linking appraisal and compensation is that compensation revisions are typically once a year. Just before the revision process, the appraisal documentation and discussion is performed. Consolidating and communicating the performance over a year in one meeting becomes academic and loses objective. The most impactful feedback is the one that is given when the observation is fresh and both the observer and the performer have a good recollection of the performance. So, if everyone is encouraged to provide feedback on a regular basis and the year-end exercise is more to consolidate all the observations made through the year, the actual objective of this exercise can be realized, else it remains a ritual.<\/p>\n\n\n\n An effective appraisal requires both an objective observer and a performer receptive to feedback. Most prevalent belief is that the observer is solely responsible for an effective appraisal. Again, there is an abundance of training available for setting goals, making objective observations, creating a conducive environment for conducting an appraisal session, being positive while communicating weaknesses (sorry, areas of improvements) etc. Systems tend to pile up all the responsibility on the observer. Whereas, for the performer, most training is focused on selling the merits of the appraisal system. At least in the Indian context, all through academics, the only feedback that anyone gets is the one derived from grades, one got in the exams. Qualitative feedback is not very common. Whereas the corporate performance appraisal systems are essentially qualitative. This change does not get understood easily by people who transition. Hence the tendency to equate compensation revision to performance is enhanced.<\/p>\n\n\n\n In summary, some simple suggestions towards making performance appraisals effective are:<\/p>\n\n\n\n A well-practised performance appraisal system, which incorporates a timely and frequent feedback system is a sure way to success for both the individual and the organization.<\/p>\n","post_title":"Three key factors that can leverage Performance Appraisal","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"three-key-factors-can-leverage-performance-appraisal","to_ping":"","pinged":"","post_modified":"2024-01-24 07:01:31","post_modified_gmt":"2024-01-24 07:01:31","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=10074","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"},{"ID":7784,"post_author":"25","post_date":"2017-04-09 16:09:33","post_date_gmt":"2017-04-09 10:39:33","post_content":"\n We have all heard, seen, and some of us have even experienced the benefits of a self organizing team. You hear all the time about the push by organizations towards self organizing teams, more so in the tech sector. Despite all its benefits, very few organizations have been fully able to fully realize it. What I have seen is, the larger the organization, the less the ability to make it happen.<\/p>\n\n\n\n So, let\u2019s go back to look at our early days of chemistry for a moment. We all know about the differences between a mixture and a compound. Even if both the mixture and the compound had the different constituent elements in the same ratio, they would behave differently, wouldn\u2019t they? What can we infer from that in this context?<\/p>\n\n\n\n Well, in many large organizations, they have realized the need for cross functional teams. The way that they approach it has been bring in a mix of the \u201cright\u201d folks from different capabilities \u2013 developers (DV), data scientists (DS), analysts (AN), testers (TS) and UX designers into a team. To me this works like a mixture \u2013 all capable elements, demonstrating individual brilliance with their own properties but not a cohesive brilliance or a unified set of properties.<\/p>\n\n\n\n So what is the change that is needed?<\/p>\n\n\n\n They need to create the environment for these elements (DV, DS \u2026) to be able to come together on their own volition and fuse in as a team. When this happens, the organization will immensely benefit from the new capabilities (strengths) of this well-bonded team. This team will now behave like a compound. No matter from what angle you see this team, they will be able to bring the value of being a well fused team \u2013 with its own properties, which will be well different from the individual elements. Further, because of this fusion, you would not see it separating out and exposing the weakness of any one element, even under trying conditions.<\/p>\n\n\n\n In short, you need the right chemistry to form a stable self-organizing team. It is only when the elements find themselves naturally fitting you can benefit from the new molecular properties of the team. Otherwise, it will always remain a heterogeneous mixture.<\/p>\n\n\n\n In my opinion, the millennium workforce outperform when they feel the ability to choose and work with the people they prefer. So, the organizations that succeed with the millennium workforce are going to be the ones that can truly embrace this change. The others would fall behind soon.<\/p>\n\n\n\n As always, I look forward to your perspectives.<\/p>\n","post_title":"Forming the molecules of self-organizing organizations","post_excerpt":"","post_status":"publish","comment_status":"open","ping_status":"open","post_password":"","post_name":"forming-molecules-self-organizing-organizations","to_ping":"","pinged":"","post_modified":"2024-01-29 13:56:57","post_modified_gmt":"2024-01-29 13:56:57","post_content_filtered":"","post_parent":0,"guid":"http:\/\/pm-powerconsulting.com\/?p=7784","menu_order":0,"post_type":"post","post_mime_type":"","comment_count":"0","filter":"raw"}],"next":false,"prev":true,"total_page":4},"paged":1,"column_class":"jeg_col_3o3","class":"epic_block_11"};
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If it\u2019s so simple, why does it not happen easily?<\/h1>\n\n\n\n
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So, what could be the challenges of such an approach?<\/h1>\n\n\n\n
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If it\u2019s so simple, why does it not happen easily?<\/h1>\n\n\n\n
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So, what could be the challenges of such an approach?<\/h1>\n\n\n\n
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If it\u2019s so simple, why does it not happen easily?<\/h1>\n\n\n\n
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So, what could be the challenges of such an approach?<\/h1>\n\n\n\n
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