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a consistently good job. What should you try first to bring the team as a whole back to performance? A. Organize a team meeting and discuss openly the bad performance of the weak team members. Try to find a joint solution during the meeting. B. Introduce a system of formal and informal performance appraisals, research causes for bad performance and solicit mutual feedback. C. Introduce a competitive incentive system with a bonus for the% of your team which is performing better than the other%. D. Do not interfere, but allow the team some time to organizeitself and sort the problem out by lowlevel conflict management.
Basm allah alrahman alrahim
D. Do not interfere, but allow the team some time to organizeitself and sort the problem out by lowlevel conflict management.
Team,
Most people recognize that execution is a critical skill and strive to perform it well, but they may a) underestimate how important it is to their career advancement or b) not realize that you can improve on execution without working longer hours.
On the first point, bosses place a premium on execution, which we define as the ability to achieve individual goals and objectives. In fact, when we asked senior managers to indicate the importance of this ability, they ranked it first on a list of 16 skills. Other raters in the organization ranked it fourth, behind inspiring and motivating, having integrity and honesty, and problem solving. We recognize that there are many parts of your job that are important, but if you want to move ahead in your career, it might be time to double down on simply getting more stuff done – it’s what your boss wants to see.
Which brings us to the second point. Many managers react with defensiveness or despair to this news; after all, most of the managers we know already feel like they’ve got too much to do. People who are lethargic, slow, or unfocused are rarely (at least in our experience) promoted to upper management positions. The leaders we know already work hard and long – and working harder and longer is not a viable option. In the short term this typically yields improved results, but in the long term leaders burn out. And if they’ve pushed their teams to do the same, team members quit.
B. Introduce a system of formal and informal performance appraisals, research causes for bad performance and solicit mutual feedback.
