Posts Tagged ‘
evaluation
’
Posted by:
Elizabeth
on
February 21, 2012
Posted in
Call Me Indispensable
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Tags: develop your strengths, evaluation, performance feedback
No, you have not stumbled upon Weight Watcher’s blog. We are continuing our look at how to develop your leadership skills with complementary competencies with research from Zenger, Folkman, and Edinger. Just like diet and exercise, combining your already impressive strengths with correlating leadership areas can combine to produce an interaction effect that cannot be exceeded with improvement in just one area alone.
In previous studies, the researchers found 16 leadership competencies that highly correlate to such outcomes as increased employee engagement, customer satisfaction, profitability, etc. (more…)
Posted by:
Elizabeth
on
November 29, 2011
Posted in
See Your Performance in 3D, Uncategorized
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Tags: assessment, assessment tools, evaluation, optimal solutions
We’ve said it before, assessment drives instruction. With the $125 billion+ dollars spent on training each year, this instruction must be driven by careful analysis and provide real and measurable value. Who hasn’t heard the mythological “10% of training content actually transfers to the workplace?” When D. Georgenson wrote that rhetorical question he had no idea it was a Pandora’s box. With much researched evidence to the contrary, training has the potential to have a powerful impact on your workforce. But how do you ensure that your training efforts are successful? (more…)
Posted by:
Elizabeth
on
October 12, 2011
Posted in
Failure Is Not An Option
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Tags: desired outcome, evaluation, performance feedback
Let’s face it, all trainers and facilitators work hard to deliver a compelling and successful program. During the actual program delivery, the best facilitators know the material well and strive to make the learning process both beneficial and entertaining. While we all enjoy the congratulatory “This was a great session, you rock!” comments, these are not the kind that truly inform our assessment of program delivery and content. “But wait!” you cry, “I do give feedback, and I receive it, too!” Yes, we as facilitators do receive feedback from our participants, both in real time and with participant evaluations. But more must be done to avoid the 11th and final reason training programs fail:
Failure To Provide Feedback & Use Information About Results (more…)
Posted by:
Elizabeth
on
May 12, 2011
Posted in
Are These Your 3 Biggest Mistakes?
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Tags: assessment, data collection, evaluation
Improving our skills as an evaluator can only positively impact our organization and our employees. In our previous blogs we have shared some positive ways to provide feedback. In this blog series we are examining some of the mistakes we have seen in evaluation and feedback. Dr. Mary Lanigan, respected researcher and evaluation expert examined 3 critical mistakes that evaluators make.
Mistake 2 – One Person’s Complaint Used as Evidence
Part of our job is to collect people’s input and opinions in surveys and interviews to uncover patterns. One person’s input, sincere or not, is not evidence of a problem. (more…)
Posted by:
Elizabeth
on
May 5, 2011
Posted in
Are These Your 3 Biggest Mistakes?
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Tags: evaluation, optimal solutions, performance feedback
How many employees come to you and request an evaluation? Are you laughing at me now? I think I hear you laughing. Very few of us enjoy evaluation, neither giving nor receiving. Performance feedback is a painful process – for some help see our blog “I’d Rather Clean the Office Refrigerator” for some tips on how to give successful feedback.
Sometimes it is just as important to know what not to do. This series will examine Mary L. Lanigan’s three critical mistakes no evaluator should make. (more…)
Posted by:
Elizabeth
on
March 29, 2011
Posted in
Program Evaluation - Sweat Equity with High Dividends, Uncategorized
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Tags: evaluation, process improvement, strategic planning, strategy
I imagine that the data collection we discussed in our last blog took quite a bit of time and effort. The data collection process is lengthy but pays off in the end with careful pre-planning and effective analysis and use of that data. Please feel free to call us if you get stuck! We will press on today and identify the relationship between the things you want to do and the resources required to do them.
Refer back to the gap analysis you conducted. Does your organization have access to the resources you plan to use and can it support the program activities you plan to implement? Consider the following questions: (more…)
Posted by:
Elizabeth
on
March 22, 2011
Posted in
Program Evaluation - Sweat Equity with High Dividends
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Tags: evaluation, process, strategic planning, strategy
“That depends a good deal on where you want to get to,” said the Cat.
“I don’t much care where–” said Alice.
“Then it doesn’t matter which way you go,” said the Cat.
“Alice in Wonderland” by Lewis Carroll
Let’s find out where we are going and identify the purpose of your evaluation. (more…)
Posted by:
Elizabeth
on
March 17, 2011
Posted in
Program Evaluation - Sweat Equity with High Dividends
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Tags: desired outcome, evaluation, process, strategic planning
We must start with the end in mind. There are three different types of program evaluation from which to choose: goal-based, process-based, and outcome-based. Your answers to the evaluation questions below will help to determine which evaluation method will best work for you and the specific end results you aim to accomplish. (more…)
Posted by:
Elizabeth
on
March 16, 2011
Posted in
Program Evaluation - Sweat Equity with High Dividends
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Tags: desired outcome, evaluation, process, process improvement, strategic planning, strategy
In the previous blog we defined evaluation as having 3 components with the first being an in-depth look at a program based on focused evaluation questions. This second component answers those questions by collecting data using specific and carefully chosen methods such as surveys/questionnaires, checklists, document reviews, case studies or focus groups. The third component provides tools to manage the program, identify performance gaps, develop implementation plans and create stakeholder feedback reports.
While evaluation does contain specific steps, it is neither prescriptive nor linear. Rather, it is a cyclical, ongoing process that is focused on continuous quality improvement. The following are the steps we will share in forthcoming blogs to create (more…)
Posted by:
Elizabeth
on
February 24, 2011
Posted in
Are You Mediocre? 3 Steps to Great!
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Tags: evaluation, feedback, leadership, management
Linda Hill and Kent Lineback are coauthors of Being the Boss: The 3 Imperatives for Becoming a Great Leader. Their insight should motivate you to reflect and improve.
Even after years of management experience, situations and moments of doubt will come that cause you to question your capabilities. This may come from a challenging new assignment, difficult employee situations, or a mediocre performance review. Any of these should serve as an indicator that you need to assess (more…)
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