| |
Title |
Description |
"Coaching
Positive" for Team Success (8/99) |
Explains how you can use Tony DiCicco's strategies
and techniques to help improve team performance. |
Communicate! Communicate!
(10/96) |
Summarizes the thoughts of Dr. Joseph Greenberg,
Professor of Education at George Washington University, as presented
in his conference session at Transformations 97, providing guidance
and suggestions for improving communication effectiveness. |
Competencies
That Support Effective Performance Management (Winter 2001) |
Provides an explanation of competencies and describes
which specific competencies supervisors and team leaders need to
develop to help them manage their employee's performance. |
Dealing With
the Marginal Performer (6/99) |
Reviews the reasons it's important to address marginal
performance and provides tips for supervisors who want to help marginal
performers improve. |
Developing and Rewarding
Teams (4/98) |
Describes the largest Government-owned weapons manufacturing
arsenal's approach to effective teaming practices and lessons learned. |
Developing Performance
Standards (4/98) |
Reviews the principles of writing good standards
that can be used effectively to appraise employee performance of
those elements.n |
Effective Teams
Strive for Consensus (4/99) |
Explains what consensus is and describes three effective
methods to help teams build consensus. |
Feedback is Critical
to Improving Performance (8/94) |
Describes the critical components of effective and
timely feedback, how they contribute to a successful performance
management program, and how they should be used in conjunction with
setting performance goals. |
Formula for
Maximizing Performance (Summer 2001) |
Explains how organizations and employees must have
both the capacity and the commitment to perform in order to achieve
good performance. |
Good Performance
Management Aids Retention and Productivity (4/99) |
Presents the results of three studies on retention
and productivity describing the critical factors for creating a
productive work environment and retaining good employees. |
Implementing the Results
Act: Resources Galore (2/98) |
Presents a value-packed CD-ROM that contains a library
of information that is of great value to all those involved in honing
strategic plans and developing program performance plans. |
Improving Performance
Through Partnership (2/94) |
Presents some of the key concepts and underlying
philosophies of the 1994 report by the National Partnership Council.
These ideas are the basis on which changes will be made in human
resource management, with improving Government performance as the
primary goal. |
Knowledge, Skills, and
Attitudes for Effective Teams (12/95) |
Explains the need to invest in training and team
development for successful attitude change and effective teams. |
Supervisors
in the Federal Government: A Wake-Up Call (Summer 2001) |
Reviews an OPM study of the status of agencies'
efforts to select, develop, and evaluate first-level supervisors. |
Upward Feedback Promotes
Management Development (10/94) |
Provides a look at how developmental feedback can
promote communications improvement between management and employees. |
Using Performance
Management to Develop the Capacity to Perform (12/98) |
Describes both formal and informal methods of employee
development and provides some ways to improve work processes. |
