This week, we demystify how to set goals, explore how to bounce back from harsh criticism, learn why discovery is as important as design when building talent management processes, and learn how to make employees comfortable talking about their mental wellbeing.
This week’s growth quote:
“Success seems to be connected with action. Successful people keep moving. They make mistakes, but they don’t quit.”
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What’s the key to effective goal setting? Alignment. Betterworks CHRO Diane Strohfus shares time tested techniques for avoiding a company-wide game of telephone and ensuring that your goals are met. Read about what employees need to hear to take their goals seriously, how to integrate top level goals into employees’ daily tasks, and more.
If you’d like your company’s initiatives to get more buy-in, take a page out of the design thinking playbook, and introduce a “discovery phase.” By taking time to uncover what people want and why, you’ll build processes that become invaluable. Read more about how design thinking can reinvigorate your talent management process.
Harsh feedback has the power to throw us off. Business performance expert, Joseph Grenny, calls it being “feedsmacked.” But while you can’t control what people tell you, you can control how you deal with a painful comment. Grenny has put together a four-point process for shaking off unfair criticism, absorbing kernels of truth, and moving on.
More companies are emphasizing the importance of mental health in the workplace. That said, culture is hard to change and an older generation of employees might still feel that the topic is off limits. If you’re trying to normalize conversations around stress and anxiety in the workplace, Jamie Mackenzie, Director of Sodexo Engage, shares how he built a culture of openness around mental wellbeing.
If you missed the last recap, read it here: First Impressions, Dads at Work, and “Company Personality”