October 2009 - brendanwalsh22

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Performance Appraisal Forms: from Paper to Screen (Part 2)

Following on from Part 1 , this is a look into the process of moving a customer's existing paper-based form into an electronic format, and the benefits that are associated with doing so. Comments? Employee comments and feedback is what a performance...

Published 30 Oct 2009 3:06 PM by Bowland Solutions
360 Degree Feedback: Raising self-awareness and taking responsibility

During a recent conversation around coaching, one of the group discussing the topic had an interesting background in teaching and working with 'problem' children as the media might describe them. I asked whether there was a common theme to those...

Published 30 Oct 2009 9:23 AM by Bowland Solutions
Performance Appraisal Forms: from Paper to Screen (Part 3)

Following on from Part 2 , this is a look into the process of moving a customer's existing paper-based performance appraisal form into an electronic format, and the benefits that are associated with doing so. Please state your objective... Setting...

Published 29 Oct 2009 3:39 PM by Bowland Solutions
Inspired by passion

Hearing somebody speak passionately about a subject can be so inspiring, regardless of the subject. Sometimes, however the subject is of importance and can have rather impressive side effects. Bowland Solutions believes (passionately) in the value of...

Published 29 Oct 2009 10:10 AM by Bowland Solutions
Performance Appraisal Forms: from Paper to Screen (Part 1)

Many of our customers use our software as a means of cutting out the proliferation of paper forms that go hand-in-hand with a manual performance appraisal process. In this series of posts I'll try to explain the steps we go through in moving a customer's...

Published 28 Oct 2009 10:49 AM by Bowland Solutions
I want 360 feedback!

A recent post on the signal vs noise blog grabbed my attention stating that the CEO would be "standing by" to take calls, emails etc between given times on given days. Firstly, a bold and brave move with clear benefits to the customer, but later...

Published 27 Oct 2009 12:22 PM by Bowland Solutions
360 degree feedback for new starters

Often, new starters are excluded from 360 degree feedback. The reasoning goes that they are too new for others to have formed a valid opinion of them. At the extreme of the first few weeks, I agree. But, after a few months I believe that tailored 360...

Published 27 Oct 2009 8:00 AM by Bowland Solutions
Seeing the wood for the trees in 360 feedback

A number of our clients have been asking us to draw broader conclusions for their organisation from a 360 degree feedback implementation. This is a very useful trend. Having run 360 for a key set of people in an organisation there is a real opportunity...

Published 27 Oct 2009 7:53 AM by Bowland Solutions
Let me tell you what I've done well

With three separate performance review projects I have been reminded of one of the great benefits of reviewing performance. Often, performance appraisal projects focus on objective setting and development plans. But, one of the key reasons that employee's...

Published 26 Oct 2009 1:49 PM by Bowland Solutions
Common 360 degree feedback debrief scenarios; the bland report

Sometimes when debriefing an individual on their 360 degree feedback report, you may find that it is relatively bland or 'middle of the road'; the individual neither excels in some areas or is deemed to be in serious need of development in others...

Published 23 Oct 2009 8:00 AM by Bowland Solutions
The Secret You; combining 360 feedback and self-awareness

A quick post to point out the most recent 'Horizon' programme on BBC2 earlier this week; entitled 'The Secret You' it delves into the idea of what is consciousness. At Bowland we are immersed in 360 degree feedback and the part it plays...

Published 22 Oct 2009 7:57 AM by Bowland Solutions
The purpose of performance appraisals

Here is an excerpt from our recently published white paper on how to successfully implement performance appraisals in your organisation . Purpose An oft-missed step. For many organisations, performance appraisals are a given – often written into...

Published 19 Oct 2009 9:00 AM by Bowland Solutions
What Not Applicable can tell you

I've just completed a 360 degree feedback analysis report for a client. The analysis covers themes that have come out from the 360 feedback reports and the debrief sessions that we held of the recipients. Most of the report is high level recommendations...

Published 16 Oct 2009 3:41 PM by Bowland Solutions
Free Seminar: "How to successfully introduce a 360 degree feedback process into your ...

We have been running some client seminars recently and the feedback has been so positive that we have decided to put a new seminar together and make it available to all. Title: “How to succesfully implement a 360 degree feedback process within your...

Published 16 Oct 2009 8:00 AM by Bowland Solutions
How to successfully implement a performance appraisal in your organisation

This is the title of our latest white paper. Here, I've provided the introduction and structure of that paper. Please download our performance appraisal white paper if this looks of interest to you. Introduction Performance appraisals promote a lot...

Published 15 Oct 2009 8:19 AM by Bowland Solutions

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October 2009 - brendanwalsh22

Syndication

Recent Posts

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Performance Appraisal Forms: from Paper to Screen (Part 2)

360 Degree Feedback: Raising self-awareness and taking responsibility

Performance Appraisal Forms: from Paper to Screen (Part 3)

Inspired by passion

Performance Appraisal Forms: from Paper to Screen (Part 1)

I want 360 feedback!

360 degree feedback for new starters

Seeing the wood for the trees in 360 feedback

Let me tell you what I've done well

Common 360 degree feedback debrief scenarios; the bland report

The Secret You; combining 360 feedback and self-awareness

The purpose of performance appraisals

What Not Applicable can tell you

Free Seminar: "How to successfully introduce a 360 degree feedback process into your ...

How to successfully implement a performance appraisal in your organisation