Comments on: How do you Appraise? http://www.reply-mc.com/2009/06/14/how-do-you-appraise/ Online Magazine for Organizational Change Practitioners Sun, 05 Feb 2012 19:02:00 +0000 hourly 1 http://wordpress.org/?v=3.0.4 By: Tom Spencer http://www.reply-mc.com/2009/06/14/how-do-you-appraise/comment-page-1/#comment-1464 Tom Spencer Thu, 18 Jun 2009 00:52:49 +0000 http://www.reply-mc.com/2009/06/14/how-do-you-appraise/#comment-1464 Very interesting idea, Luc. As you indicate, there are two approaches to recruitment and appraisal. The first approach, the 'backward' looking approach, looks at current skills and past performance. This seems to be a method of evaluation that suits a firm which is anchored in the short term. If you are interested only in the next six months, then it makes sense to evaluate people based on current skills and recent performance as these are the best predictors of performance in the very short term. We might think of the 'backward' looking approach as being based on a 'static' view of the world. The world does not change, we should therefore appraise what 'is'. The second approach, the 'forward' looking approach, demands courage and vision. This approach is based on a dynamic view of the world. Everything changes, and we evaluate things by considering their potential. The future does not yet exist. What might be possible? Do we dare to dream? Do we dare to hope? Do we dare to succeed? Very interesting idea, Luc.

As you indicate, there are two approaches to recruitment and appraisal.

The first approach, the ‘backward’ looking approach, looks at current skills and past performance. This seems to be a method of evaluation that suits a firm which is anchored in the short term. If you are interested only in the next six months, then it makes sense to evaluate people based on current skills and recent performance as these are the best predictors of performance in the very short term.

We might think of the ‘backward’ looking approach as being based on a ‘static’ view of the world. The world does not change, we should therefore appraise what ‘is’.

The second approach, the ‘forward’ looking approach, demands courage and vision. This approach is based on a dynamic view of the world. Everything changes, and we evaluate things by considering their potential. The future does not yet exist. What might be possible? Do we dare to dream? Do we dare to hope? Do we dare to succeed?

]]> By: Tom Spencer http://www.reply-mc.com/2009/06/14/how-do-you-appraise/comment-page-1/#comment-2585 Tom Spencer Thu, 18 Jun 2009 00:52:00 +0000 http://www.reply-mc.com/2009/06/14/how-do-you-appraise/#comment-2585 Very interesting idea, Luc. As you indicate, there are two approaches to recruitment and appraisal. The first approach, the 'backward' looking approach, looks at current skills and past performance. This seems to be a method of evaluation that suits a firm which is anchored in the short term. If you are interested only in the next six months, then it makes sense to evaluate people based on current skills and recent performance as these are the best predictors of performance in the very short term. We might think of the 'backward' looking approach as being based on a 'static' view of the world. The world does not change, we should therefore appraise what 'is'. The second approach, the 'forward' looking approach, demands courage and vision. This approach is based on a dynamic view of the world. Everything changes, and we evaluate things by considering their potential. The future does not yet exist. What might be possible? Do we dare to dream? Do we dare to hope? Do we dare to succeed? Very interesting idea, Luc.

As you indicate, there are two approaches to recruitment and appraisal.

The first approach, the ‘backward’ looking approach, looks at current skills and past performance. This seems to be a method of evaluation that suits a firm which is anchored in the short term. If you are interested only in the next six months, then it makes sense to evaluate people based on current skills and recent performance as these are the best predictors of performance in the very short term.

We might think of the ‘backward’ looking approach as being based on a ‘static’ view of the world. The world does not change, we should therefore appraise what ‘is’.

The second approach, the ‘forward’ looking approach, demands courage and vision. This approach is based on a dynamic view of the world. Everything changes, and we evaluate things by considering their potential. The future does not yet exist. What might be possible? Do we dare to dream? Do we dare to hope? Do we dare to succeed?

]]> By: Susan http://www.reply-mc.com/2009/06/14/how-do-you-appraise/comment-page-1/#comment-1458 Susan Sun, 14 Jun 2009 21:27:30 +0000 http://www.reply-mc.com/2009/06/14/how-do-you-appraise/#comment-1458 Fascinating indeed. This certainly flies in the face of managers who operate on the principle of "Why pat someone on the back for doing what they're supposed to?" and organizations that have a rating scale of 1 to 5 (with 5 being the best) but discourage awarding 5's because "nobody is perfect" and "people would have no room for improvement." Appraising forward would require an active leadership style and an openness to being transformed as a leader/manager/mentor. Bravo to Ben Zander and others like him! Fascinating indeed. This certainly flies in the face of managers who operate on the principle of “Why pat someone on the back for doing what they’re supposed to?” and organizations that have a rating scale of 1 to 5 (with 5 being the best) but discourage awarding 5′s because “nobody is perfect” and “people would have no room for improvement.”

Appraising forward would require an active leadership style and an openness to being transformed as a leader/manager/mentor. Bravo to Ben Zander and others like him!

]]> By: Anonymous http://www.reply-mc.com/2009/06/14/how-do-you-appraise/comment-page-1/#comment-2584 Anonymous Sun, 14 Jun 2009 21:27:00 +0000 http://www.reply-mc.com/2009/06/14/how-do-you-appraise/#comment-2584 Fascinating indeed. This certainly flies in the face of managers who operate on the principle of "Why pat someone on the back for doing what they're supposed to?" and organizations that have a rating scale of 1 to 5 (with 5 being the best) but discourage awarding 5's because "nobody is perfect" and "people would have no room for improvement." Appraising forward would require an active leadership style and an openness to being transformed as a leader/manager/mentor. Bravo to Ben Zander and others like him! Fascinating indeed. This certainly flies in the face of managers who operate on the principle of “Why pat someone on the back for doing what they’re supposed to?” and organizations that have a rating scale of 1 to 5 (with 5 being the best) but discourage awarding 5′s because “nobody is perfect” and “people would have no room for improvement.”

Appraising forward would require an active leadership style and an openness to being transformed as a leader/manager/mentor. Bravo to Ben Zander and others like him!

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