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05:53:58 pm

Managing Operation: What Would Socrates Do?

Managing Functionality: What Would Socrates Do?

The Value of Performance Direction

As we turn the corner and head in to the last months of 2011, many companies will start the process of evaluating how good employees performed against anticipations. For many, it's an institutional ritual that really must be done to fulfill a deadline on the HR calendar. For the others, it is an chance to improve the potency of human capital and guide additional development. Handling performance is an essential direction area - ensuring employees understand the company's strategy, how occupation duties link to special aims and discovering the degree to which attempts interpreted into quantifiable outcomes. Performance management systems undertake several forms, from free style stories and examine the carton competence lists to more elaborate MBO procedures. No matter how it's done, the goal of any efficiency management program is to optimize individual performance in the quest of business objectives. In essence, good performance management is a set of interactions that transcend the particular procedures used.

Learning from the Finest

Most of us remember Socrates (and his student, Plato) as essential reading in philosophy course. Today, and outside of the academic setting, Socrates has a great deal to teach us about uncovering the reality through logic, self-contemplation and constructive dialogue. Not astonishingly, these happen to be crucial elements of successful performance management. Socrates used a technique known as the Socratic Approach - a sort of questioning that draws learning from within. He improved the quality of thinking in others through sensible reasoning and insight, and in the procedure, led people to the truth without telling them. This is what a good trainer does - helps you reach your potentiality by further developing the capacities that already exist. Human operation is a function of conscience thought and action, where thinking drives behavior and behaviour drives results.

Understanding the Method

Too often, performance management discussions are restricted to reviewing outcomes, tasks and the rationale for variances to plan. What we want to reach is an open conversation that encourages unrestricted fascination, helpful comments, tough premises, and probing queries. These are typical behaviours exhibited in a true learning organization.

If we want to enhance the operation of the organization, we must focus on the operation of the individual. The worse thing we can do to enhance human operation is direct our attention toward overhauling the administrative system, changing the kinds or making the execution piece work more economically; place another manner, becoming process perfect but results deficient.

Applying the Process

The 4 kinds of questions listed below provide a message board for productive exchange in researching thinking, behaviour and consequences; these questions can be altered to fit a given set of states. The significant point to remember is that questions like these should be applied in regular discussions to: gain understanding and outlook, challenge beliefs and supposition, develop concepts and value outcomes:

Getting Outlook & Comprehension

What is causing this to happen?
How did you come to this decision?
Give me an example to illustrate your point
What other viewpoints did you consider
Are there any unanswered questions at this Business Engagement point?
Has this happened before?
Why is this required?
Tell me more about.....?
Challenging Premises & Beliefs

Are there other explanations for what happened?
What observations support your beliefs?
How much is logic and how much is emotion?
Are you supposing or do you know?
Given your beliefs, what would happen if....?
What happens if your premises are erroneous?
Developing Theories

Have we ever contemplated this tactic before?
How does your thought meet into the strategy?
Are there any hazards or unknowns that should be appraised?
What are the reactions and ideas of other stakeholders?
What do we already know about this issue?
If completely executed what would this look like?
Need level of assurance do you have in.....?
What questions do we need to inquire?
Appraising Results

Is this how you expected it to turn out?
What would you do differently next time?
What can we learn from this?
What were the intended and unintentional consequences?
How does this consequence impact ....?
What is the value of...?
Who needs to understand about this?
Closing Notions

An organization grows and develops at the same rate as its employees. One way to hasten development is through a more powerful performance management process. Performance management is a critical task that should take place every day of the week through continuous and constructive conversation. Workers at all levels can enhance the quality of their thinking by asking the appropriate questions and drawing out the possibility in others. The finest area to start the journey is by asking the question: "What would Socrates do"?

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