Member Since: 4th Mar 2003
Jill Little Consultancy
30th Mar 2016
Jan, thank you for such an interesting and relevant article. A few years ago, in an attempt to measure and validate a formal training programming I was delivering to middle managers on discipline and grievance, I struggled with this very issue. I wanted to change behaviours and measure the outcomes of the changed behaviours on how disciplinaries and grievances were handled in the organisation going forward. We did a lot of quizzes and role plays and I encouraged the company I was brought in to help, to carry out a further set of questions about 6 months after the event. I challenged existing behaviours and attitudes which was difficult enough in itself to do. I anticipated that either disciplinary meetings might increase as managers became more confident about handling them at an initial stage, or more preferably that they were more proactive in managing poor performance to ensure they avoided going to a formal disciplinary meeting. Sadly the company did not want to engage in a longer term analysis of the training intervention, but I am a firm advocate of this approach and will be saving this article and looking forward to your next one!
14th Sep 2010
Why is the acronym not simply SBO? What do T and M stand for or am I missing something glaringly obvious?