Member Since: 7th Jan 2013
Advocate Don Rhodes & Associates Limited
1st Aug 2016
Good article Charles which illustrates once again that this model the same as most if not all other business models, is out there for people to use as they see fit rather than treating them as "one-model-fits-all".
A comment I will add is that there appears too great emphasis on the HR and L&D teams pretty much being in control. I have always believed that in the final analysis the person with the greatest responsibility and therefore the greatest impact on success, is the front-line Manager. Greater involvement and recognition of the crucial role these people play I believe must be emphasized. After all, the HR and L&D teams should, and I reiterate should, be there to help and not to do.
27th Jul 2016
Timely and helpful advice here Rita, but be aware that small Employers have since time immemorial been doing what you suggest. See, they don't have an HR department or Training department or the resources to call in consultants, and as a result rely on their own experience and the help of their other 3 or 8 Employees to help out.
Any suggestions to help them do it better would I'm sure be gratefully received.
18th Jul 2016
Good article and again a timely reminder of how to best work with the Team.
I say timely, because it is a different approach or perspective on the recommendation that has been around for like "yonks", where you establish an environment, especially a management environment, which actively and deliberately solicits ideas/suggestions/criticisms from all the Team, both in a group and individually.
31st Mar 2016
No problem with what you specify Blaire about what you should think, but I refer back to my comment above requiring the Manager/Team Leader to be the guardian if you like, of that thinking.
In other words, in answer to any of the thoughts you mention it falls to the Manager to confirm or otherwise, and then help take the next step. It is that next step which sets the better manager apart from someone just collecting the extra pay and having the title.
Therefore I am slightly at variance with your requirement they have an adult attitude.............in my experience they can gain that by receiving the right "leadership" from their Manager............and before everyone jumps on this notion managers are different from leaders, I disagree in that managers have also to be leaders. If their job description [call it what you will] is done correctly it will include the leadership as well as management tasks required. In my world leaders have to be managers and vice-versa. What differentiates in the amount of leadership required vs the amount of management required.
30th Mar 2016
Always refreshing to have someone come along with another view. I hope everyone reads this and then considers the possibility of this "option" working as suggested.
Having done that, I struggle with the concept of a heap of individuals out there doing their "thing". I suspect this has come about due to the practice of IT companies treating programmers etc in this fashion. What we tend to overlook is that in behind/alongside the whizkids are the administrators; the marketers; the engineers......and in my research of those companies these folk work in teams.
Main reason the "wired-in" structure of a leader and a team; and a leader and a team; has not delivered of late is that too many so-called management gurus have tried successfully to get folk, especially managers rather than the coach or the mentor, from setting specific performance standards/goals.......helping people achieve those goals.....and THEN helping them to raise those standards/goals. The invaluable role of the coach/mentor is to assist the manager in their "helping".
Simple but true. By following this approach to managing teams, you address the needs of the individual as well as maintaining the human need of belonging, so you get it both ways.
18th Nov 2015
Here we go again!!!!!! The answer to the question posed here, that annual appraisals should be scrapped, is simply that since the TWI programme developed after the second world war, we have trained and educated management gurus to find an alternative to what Accenture are now trying out.
I guess the saddest part is that the bulk of organisations believed the gurus for whatever reason and ditched the notion that appraisal is on-going and the annual meeting is no more than an opportunity to reflect on how well "we" have done in the past 12 months.
I want also to applaud the last comment by the author, that if Accenture aren't careful they might well fall into the age-old trap that all you do is give people "freedom" etc, and that's it!!! Well Hellooooo. This is a Team effort between the Team members and the Team Leader..........always has been and in my view always will be. Otherwise, why for goodness sake have a Team?
Very good reflective article. Cheers. DonR.
12th Aug 2014
Not sure about this idea hermits don't innovate. I am aware that throughout history, and indeed the author acknowledges such, many great innovations have begun in someone's head when they have been far removed from the clamouring crowds of networkers.
I guess it depends on which part of the innovation cycle is being addressed.
.............and once again it seems the notion that innovation applies only to those "light-bulb" moments, but overlooks the fact many innovative ideas have emerged from identifying a small improvement in a process or product that regardless of the size or amount of the improvement produces substantial gains. So let's recognize and applaud the blokes on the shop floor or in the office who happen upon a simple suggestion and chat with their mates at smoko time rather than requiring them to "network".
25th Mar 2014
Thank you for raising the matter Robin. Your last piece of information so interested me I have just passed it on to our Education Minister to see if her government officials have investigated said academy or anything similar.
Thanks again. DonR.
24th Mar 2014
Unlike you Robin, I am hopeless at such things, and as a result seldom get involved...........or maybe on a long trip I have a go at the crossword in whatever magazine I happen to be reading/browsing at the time.
However, I do have some concern about this 'new' approach to learning. It has become very topical in New Zealand as schools become more adept at fundraising to secure computers in classrooms. My primary concern pretty much echoes one of yours, in that from the little I have seen, pupils gain credits just for taking part. This adds further fuel to the fire in my country, where our present education system does just that...........rewards the participant almost the same as the better achievers. Whilst I understand the thinking that if at least we can get people to participate that is a good start, as an Employers' Advocate I hear time and again this is not the real world. As a result people have to understand and accept there will always be those who achieve better than others, otherwise there is no incentive to try harder, or to use the modern terminology, to work smarter!
My other concern is that this new learning tool lends itself perfectly, in my view, to ideological applications. It is so easy to simply and quickly change data, what comes in the package can be far removed from what ends up in the classroom or the lecture theatre/training room. In the old days while much of the written data was without doubt tarnished by ideological thinking [ in New Zealand some records of our history vary significantly either by using incorrect information or by leaving out significant information ], at least you got what the author deemed correct and could not be 'fiddled with'. It was then up to the teacher/trainer/lecturer to address as they saw fit......on behalf of their organisations of course!
Interesting topic, so thanks for raising this for discussion. Cheers. DonR.
10th Jul 2013
So why is it not possible..........in fact desirable......for a manager/leader to operate also as a coach? The article tends to differentiate. The reason for my question is that I work mostly with small sized businesses who do not have the resources to provide an independent coach....plus the fact many are suspicious of someone from outside the business getting involved at this level.
Cheers. Don Rhodes