Every company has them… the employees that are exceptional performers. In the normal course of business, most companies have some process relating to goal setting and performance assessments. But in dealing with super performers, the thinking needs to be more flexible, or you could shut down that passion for extra-ordinary results.
Since we have indicated that communication involves sending a variety of important messages, it is important that when you communicate about change you know what kind of messages you wish to send, and the what you want people to take away from your communication.
Many books have been written about change management and rightly so, it is a complex topic and we are only scratching the surface with this article. A major cornerstone assumption of leadership is that leaders have the ability to effectively communicate. When we use the word communicate, we are referring not only to the words one uses to transfer factual information to others, but also to other “messages” that are sent and received.
Our approach is to remain with our clients as they wrestle with the kinds of issues that inevitably arise ; just having us or somebody like us there as a sounding board helps them clarify their direction. But the real benefit our clients gain is that we are there to help guide them through the implementation of the projects that they have undertaken. Especially helping to react to whatever obstacles that inevitably surface along the way.
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