Lead Times

Professional Development

CMF035 - The Danger of Rationalizing Behavior

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By rationalizing behavior, we may be setting ourselves up for:

  • Further problems

  • Dangerous conditions

  • Poor behaviors

  • Changing organizational norms, and any number of other possibilities.

Whether it is through consensus, consistency, or distinctiveness, or a combination of these, we must look at the behaviors that are involved.  And all of these can impact motivation, satisfaction and performance of others, not to mention, the bottom line! 

Therefore, CMF Leadership says, “Don’t let rationalizing ruin you, or your organization.”

CMF061 - Writing Evidence-Based Evaluations

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Performance evaluations should be just that, evaluations of the performance, based on evidence of that performance, regardless of what we feel or think about the employee.  If the evaluation is evidence based and speaks to the evidence of the performance, then the evaluation doesn’t impact the relationship between the rater and the person being rated.  An evaluation that is evidence-based gives both the rater and the employee some direction to maintain current performance or improve if performance gaps are observed.  An evidence-based performance evaluation helps maintain the relationship between rater and employer because the issue is the performance and not the person.

One topic, quick-read, professional development tools for the working professional leader, manager, supervisor. 

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