Dear Madeleine, I lead large teams in the field and partner with a core team at the headquarters of my organization. My boss is at HQ and largely ignores me because all of my projects come in on time and under budget. I have literally been told I am a “dream employee.” The fly in…
What is the key to being an effective manager? Ken Blanchard takes a look in two new videos. In the first, Ken shares a story about being a college professor and giving out the answers to the final exam on the first day of class. In the second, Ken identifies the three aspects of performance management—goal…
A new infographic released by The Ken Blanchard Companies shows that work communication isn’t happening with the quality or frequency people are hoping for. The infographic looks specifically at one-on-one conversations and finds huge gaps (20 to 30 percent) between what employees want and what they actually experience when conversing with their manager. These gaps…
Meetings are a great way for managers to have quality development opportunities with their people. Sadly, survey research originally conducted by The Ken Blanchard Companies together with Training Magazine in 2013 shows that most managers are missing the boat.* Surprisingly, while meetings should include discussions about goals and objectives, it’s not happening as often as it…
Dear Madeleine, I manage a large retail chain store and have been in the job about four years. Up until now, I thought I knew what I was doing. I recently promoted an excellent worker to a supervisory position—and now I seriously regret it. All of a sudden, it’s like she is a different person.…
Performance planning, coaching, and review are the foundation of any well-designed performance management system, but the results of a recent study suggest that leaders are falling short in meeting the expectations of their direct reports. Researchers from The Ken Blanchard Companies teamed up with Training magazine to poll 456 human resource and talent-management professionals. The…
Best-selling business author Ken Blanchard believes that instead of using performance review as a way to sort and grade people, organizations should use a process that helps everyone “get an A.” “I’ve always talked about helping people get As. Early in my career as a university professor, I was often in trouble because I would…