A Manager has to Strengthen Cooperation

Article / Leadership


A Manager has to Strengthen Cooperation
ton voogt , Entrepreneur, Netherlands

Manager’s primary responsibilities should be creating conditions for cooperation and to integrate performance and development coaching in their daily practices.


The recent announcement of the elimination of the controversial stack ranking system at Microsoft has generated massive discussions on Wall Street and in the business world. The central lines of discussions have been surrounding two focused topics: unhealthy competition is detrimental to business results; the real job of a manager is to develop the people as opposed to evaluating and eliminating them.
In effect, since 1980s, major multinational companies witnessed the trend of moving away from the once popular and widespread forced ranking system (the bell curve) originated by GE. More and more, companies give recognition teamwork and collaboration in comparison to fierce competition among individual talents. In addition, the unanticipated consequences of the performance appraisal system gave wake up calls, alerting us to reconsider what a manager’s “real job” is.
All of the above mentioned trends and changes certainly have implications for training and consulting professionals. Writing from the viewpoint of individual behavioral changes, this article shares our viewpoints and methods of tackling with related issues. Specifically, we insist that a manager’s primary responsibilities should be creating conditions for cooperation and to integrate performance and development coaching in their daily practices.

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