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The Knowledge Factory
The Knowledge Factory
People are not the most important resource in your company. People are your company.
Once we start seeing people as individuals, we’re less likely to put them in workspaces or workplace routines that don’t work for them. We need to build psychological safety, defined as a culture where it’s OK to speak your mind, to make a mistake, to make a comment that turns out to be wrong but still be valued.
Continuous performance management records the degrees to which employees are growing and improving in their lives at work, adding new data points to older KPIs and using data analysis to establish causality. Broad-based feedback, recognition, continuous conversations, and check-ins can humanize the way we motivate and develop our people.
Employees want belonging, purpose, achievement, happiness, and vigor. They want meaningful work, personal and professional growth, empowerment, and a feeling of contributing to the life of a supportive community.
In learning to navigate transitions, we can increase the quality of our relationships, effectiveness, and overall contributions.
The external process is about developing a reputation for leadership potential and competency; it can dramatically change how we see ourselves. The internal process concerns the evolution of our own internal motivations and self-definition; it doesn’t happen in a vacuum but rather in our relationships with others.
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