Today I shared a conversation with a business owner about remote conversations. We especially honed in on the power of the pause.
There are many types of pauses. The pause I speak about most in Pivot to Clarity is one that takes you away from the busy-ness of work and life, to think deeply, creatively, and strategically about the future.
Now, let’s talk about pausing before we speak, and throughout any conversation. There’s even benefit to pausing while presenting. If having your words land in an understandable and memorable way with the other party or audience, read on.
If you’re like me, you may be a quick thinker, and find it easy to allow words to flow eloquently … and yet … are you being clear? Are you being so clear that others can get clear?
Consider a Pivot from the single annual performance review, which for most organizations is ineffective or harmful for a variety of reasons (see Part 2) to a more continuous flow of performance conversations, with managers who are able and willing to help people rise and build great teams, and including future-look conversations held separately from any review (see Part 3).
A well-orchestrated Pivot requires first defining the desired state (vision), discovering what is right now, and then communicating the vision and strategic direction so that each person or group can choose their best next steps (because a successful Pivot involves orchestrating many shifts by many people all aligned toward a common vision/desired state).
Employee reviews weren’t meant to be ineffective or harmful to the morale of people you want on your team. However, too often, the performance management processes and policies organizations ask managers to follow, and promoting the wrong individuals to manage teams, are causing performance reviews to fail.