TM - October 2007 - (Page 37) ior of toxic success. In other words, use the performance appraisal process to hold people to high standards, and you will have their attention. • Use 360-degree feedback surveys to assess leaders’ impact on multiple stakeholders. The use of 360 surveys that measure leaders’ broad impact across the organization makes it clear that how leaders obtain results is as important as the actual results. People who manage themselves and their relationships well and who achieve solid results through others without leaving casualties in their wake are less likely to reinforce a cult of productivity. Using 360-degree feedback can keep them honest in this regard. • Demonstrate reciprocity with employees. It’s true that businesses have cycles of increased demand that might reasonably ask more of everyone for the short haul. Organizational leaders who are oriented toward healthy success, however, will reciprocate by giving employees flexible schedules or time off during less-hectic periods. As one manager put it, “People will take the hill for you if they know you care as much about their well-being as you do the business.” • Walk your own talk. It’s the old “practice what you preach” adage — don’t pretend to be all about healthy success when your own work and life are a train wreck. Employees take their cues from what their leaders do rather than what their leaders say. Clean up you own act, and others will find you more credible when you talk about balancing work and life. • Use coaching and other leader development initiatives to ensure every leader is able to “scale up.” Don’t make the mistake of promoting people without supporting them to recast their work roles, skills and behaviors. If you do, they likely will bring all their old work baggage with them to add to all the new responsibilities in the new job. It’s a prescription for toxic success. But with the right support, up-and-coming leaders can effectively broaden their scope of responsibility and not be overwhelmed and overworked in the process. Jan Austin is an executive coach, leadership consultant and author of “What No One Ever Tells You About Leading for Results.” She can be reached at editor@TalentMgt.com. TEAR DOWN T H E WA L L ! And let in accredited, results-oriented higher education to complement your corporate training while providing a real return on your investment. The Jones Knowledge Group’s® Corporate University Solution transforms your company’s training and education expenses into a genuine return on your investment with: Corporate Rewards to reinvest your tuition assistance dollars back into your company’s private account for the development of custom content specific to your unique needs. Instructional Systems and Subject Matter designed to enhance your corporate training programs and LMS while helping your employees earn degrees, professional certificates and CEUs. Tools to Attract, Develop, and Retain Top Talent with a focus on career services and recruitment, succession planning and talent management strategies. To discover how to tear down your wall and achieve a return on your human capital investment, please call 888.756.7876 or visit jonesknowledge.com. http://jonesknowledge.com http://jonesknowledge.com
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