I had a situation recently where I recommended the "nominal group technique."  It only made sense that I would expand that suggestion to include sharing it with you:  Making Group Decisions when Ideas are Abundant.

Dennis
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A friend provided a copy of the "Business Week" article that I cite this week.  He thought I might have some fun with it.  I hope you will enjoy Everybody Loves to Hate Performance Reviews.  If you'd like to look up the article, just click here:  http://www.businessweek.com/magazine/content/09_31/b4141080608077.htm

 The organizations that I know that still use an annual performance review usually do so poorly.  They often occur much later than they are scheduled, because managers tend to put them off.  Few individuals find them valuable.  If routine feedback is occurring throughout the year, there should be no surprises.  Yet surprises often occur--and they are rarely pleasant!

Dennis
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We've come a long way since Frederick Taylor published The Principles of Scientific Management a hundred years ago. 
     Current leadership authorities clearly identify that there are major negatives associated with a command and control leadership style, considering the diversity of needs and interests among members of today's workforce.  Not only is the work no longer physical labor, the variety of what people are seeking in their work is astounding. 
        The role of the leader involves communicating the intended direction, engaging the members of the team, modeling desired behaviors, and empowering each team member to contribute his or her strengths and skills.  The "engaging" and "empowering" steps today are very different from what existed in the days of Frederick Taylor. 
      "Command and control" may work in an emergency and for a very short time period, but finding a viable organization built on this technique today would be difficult!  Enjoy Leadership is Influence, not Control—Part 1 and Part 2.

 Dennis
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