The only limits are the ones we impose on ourselves. This is the case for individuals and for organisations. So when we see top heavy organisations with strong attachment to the way things have always been done, we see an organisation that has set limitations for itself and its employees.
Is it really necessary for leaders to be inspirational? Is motivation an indicator of engagement? While some would argue that, yes, leaders need to inspire and that motivation leads to better engagement, there is another school of thought: The best engagement is a result of culture alignment, a sense of purpose, and the exercise of discipline.
There is an undeniable connection between employee engagement and performance. This is evidenced by the culture-focused organisations that top the lists of best places to work, where employees often cite great leaders, excellent pay, and a challenging but rewarding environment.
Maybe the tossing out of performance reviews is not the answer to the challenges associated with traditional annual feedback.
Are cutting edge organisations are ditching the annual performance review in search of a better way to deliver meaningful feedback?
Whether you’re building a new team from scratch or looking to add people to an existing team, hiring for the perfect intersection of skill and fit can be a challenge for culture-driven organisations.
Watch how supporting your employees’ personal and professional goals creates a more engaged and happy team overall.
Part 3: Finding footholds can be a challenge in the ever moving world of education and the day-to-day running of a school. If we are to climb the mountain, those first footholds need to firm, and ones we can all step up to. Part 1: Our journey as a high school in building a culture of high-performance
