Sustainable Performance Reviews

On the thread of performance reviews, it occurred to me that one key area in which sustainability is often not embedded in the organization is in the performance review.

Think about it, if your performance review is the demotivating debacle described in my previous post, in terms of valuing and respecting resources it is a barrier to building a sustainable organization. The workforce and even the executives are trapped in a Dilbert like world of double entendre, undiscussable issues and tragicomedy. This is the waste generating opposite of generating value, developing capacity for innovation & implementation and building resilience & responsiveness-let alone holding a space for people to be whole and develop presence.

So…what would sustainable performance reviews look like? In my thinking they would:

•  Inquire into the health of the employee. How are you doing in this organization? How is your manager / the organization doing for you? What do you do to take care of your self? How could your manager / the organization take better care of you?
• Have a clearly designed, defined and operable approach to sustainability. This should be done in a way that engages “the whole system” of internal and external stakeholders to help the organization and leaders see what needs to be done, who needs to do it and what competencies and capacities are necessary to make it happen at all levels of the organization.
• Make the employee a partner in sustaining the organization. What are you doing to sustain and grow this organization? How well is this organization helping you sustain your self and your family? What would it take for you and us to flourish?
• Set targets and goals that blend the following:
  • The corporate bottom line and the necessary efficiency and effectiveness to support it.
  • The employees needs and the necessary work/support, achievement, recognition & development to achieve it.
  • The values and principles that will allow both bottom lines to co-exist and grow.
  • The needs of other internal and external stakeholders that either affect the above or are affected by the above.
• Make goal/target setting and performance reviews something to look forward to. What would an engaging, appreciative, empowering and uplifting review look and feel like? Ask your self. Ask your friends. Ask your team. Ask your subordinates. Ask your mentors and leaders. 
• Be the change you all want to see.

Tags: be the change, capacity, Dilbert, generate value, goal setting, implementation, innovation, performance review, presence, resilience, responsiveness, sustainability, sustainable leadership

Sustainable Leadership: Resilience and Responsiveness

「勝って兜の緒を締めよ」(katte kabuto no o wo shime yo)

When you win, it’s time to tighten your helmet straps. So goes a proverb from the samurai. It relates to the practice of 残心 (zanshin), lingering awareness. After overcoming an opponent, one still remains alert, attuned and ready for more. It is the embodiment of Presence in the midst of the din and confusion of uncertainty, stress and struggle. 

The principles of Resilience & Responsiveness mean, essentially the same thing. In Engaging the Core I wrote:

“Stewardship, support, service, maintenance & improvement. Building and maintaining flexibility. Everything changes. At the core of eco-centric, sustainable action is the heart of flexibility and the perceptive wisdom to respond with change.”

In the automotive industry Toyota has exemplified this practice, relentlessly expanding their market share, celebrating milestones and remaining alert, attuned and focused on maintaining, improving and exceeding the excellence already achieved.

In politics Obama took little time to celebrate or rest from his victory. He and his team are vigorously responding with the changes that are taking place on a weekly and, sometimes daily, basis.

What are we doing?

Whether we’re celebrating Obama’s victory or disheartened by it are we remaining alert and attuned to the promise of opportunity in hard times or are we distracted by our feelings of elation and despair?

Are we stuck in our industrial age mindsets or are we building the capacity for flexibility, responsiveness with change and sustainable work and life styles?

Are we waiting for someone else to do something for us or do we have the desire, commitment and accountability to do for our selves and others in the spirit of sustainable stewardship, support and service?

The times they are a changing, my friends. They’re going to continue to change. Get used to it.

Reacting or resistance to change puts us consistently a day late and a dollar short. Ever tried to fight a wave? Just ask the American auto industry.

We win some. We lose some. Do we have the capacity to respond with loss and victory, to tighten up those helmet straps? Are we building the capacity for Presence, opening our selves to possibility, flexibility and opportunity, remaining alert and attuned to what’s next? Can we place our selves in a way to influence what’s next?

Can we be what’s next?

Tags: obama, resilience, responsiveness, sustainable leadership, Toyota, zanshin