Читать книгу Lazar Achievement Psychology - Richard G. Lazar PhD - Страница 12

Leaders who are afraid of conflicts or so security-oriented that they choose to avoid measuring and holding people accountable ultimately fail their organization and shareholders, and sometimes taxpayers.

We have developed, over many years, measurements that are relevant to most organizations. They are part of a system of management and organization improvement.

Measurement always works to motivate when leaders follow through on agreed-upon measurements and when the rewards/punishments are clearly and objectively applied to results achieved.

Measurements should be both objective and subjective. They should always be stretch targets in a dynamic organization.

The New American Leadership System™ measurements tell you, the leader and manager, exactly what to do with these measurements!

They are:

•Relevant to heads of all business units.

•Action- and training-oriented.

•Targeted to the goals of management.

•Able to distinguish between the way things are and the way people want them to be. These differences are significant to managers as target areas for improvement.

•A means to deal directly with responsibility and accountability at every level of management.

•Also important for self-improvement of non-managers.

•Easy to use and sometimes fun.

•A baseline and re-measurement to ensure people that the company is serious about improvement.

The New American Leadership System™ provides a complete set of measurement tools meeting the fore stated characteristics in each section where appropriate.