Intervention / Consulting

Organizational Consultation XXIII: Multi-Source Assessment (360-Degree Feedback)

Organizational Consultation XXIII: Multi-Source Assessment (360-Degree Feedback)

Though it is plagued with as many problems as the IFA model of performance appraisal, the multi-source method for appraising …

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Organizational Consultation XXVII: Feedback (Part Four)

Organizational Consultation XXVII: Feedback (Part Four)

There is no one right way to conduct performance appraisals. However, despite the need for individualized procedures, we don’t have to start from scratch. Several different performance appraisal strategies already have a proven track record

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Organizational Consultation XXVI: Feedback (Part Three)

Organizational Consultation XXVI: Feedback (Part Three)

I describe appreciative processes in this essay that fulfill many if not all the twelve functions of effective feedback.

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Organizational Consultation XXV: Feedback (Part Two)

Organizational Consultation XXV: Feedback (Part Two)

Most leadership activities are directly or indirectly related to achieving goals and meeting human needs. Planning, organizing, staffing and leading …

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Organizational Consultation XXIV: Feedback (Part One)

Organizational Consultation XXIV: Feedback (Part One)

The final strategy concerns the generation of valid and useful information about the performance of employees in the organization. This …

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Organizational Consultation XXIII: Empowerment (Part Three)

Organizational Consultation XXIII: Empowerment (Part Three)

I have already proposed and described the nature of an empowerment pyramid that I believe provides a foundation for effectively …

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Organizational Consultation XXII: Empowerment (Part Two)

Organizational Consultation XXII: Empowerment (Part Two)

I propose that individuals and groups move toward empowerment and organizations move toward appreciation by addressing these four functional building …

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Organizational Consultation XXI: Empowerment (Part One)

Organizational Consultation XXI: Empowerment (Part One)

In an appreciative-oriented consulting process, attention must be paid to empowerment of individuals and teams in the organization. The objective …

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Organizational Consultation XX : Development (Part Three)

Organizational Consultation XX : Development (Part Three)

An appreciative approach to human resource development requires that one be sensitive to the complex interplay between various initiatives. Some HRD strategies should precede other strategies, either because this strategy develops logically out of the other strategy or because this strategy is less threatening or more easily implemented than other strategies.

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Organizational Consultation XIX  Development (Part Two)

Organizational Consultation XIX Development (Part Two)

The training and education that organizations provide to their employees typically come from one of five sources.

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