Handling Operation: What Would Socrates Do?

Posted by Haysw3F8wGo on February 19, 2014 at 8:01 PM
Handling Operation: What Would Socrates Do?

The Worthiness of Performance Management

As we change the corner and head into the last months of 2011, a lot of companies will begin the process of assessing how well workers performed against anticipations. For some, it's an institutional rite that has to be done to meet a deadline in the HR calendar. For the others, it's an possibility to increase the potency of human funds and direct additional development. Managing functionality is an essential management area - ensuring workers understand the business's scheme, how job responsibilities link to special targets and determining the degree to which efforts translated into quantifiable consequences. Performance management systems undertake many forms, from freestyle stories and check the carton proficiency lists to more detailed MBO procedures. Regardless of how it's done, the object of any performance management system will be to maximize individual performance in the quest of business aims. In essence, great performance management is a set of interactions that transcend the particular processes used.

Learning from the Best

So, where does Socrates fit in to all of this and what can this iconic philosopher and master educator instruct us about performance management? Most of us remember Socrates (and his pupil, Plato) as required reading in philosophy class. These days, and outside of the academic setting, Socrates has a great deal to educate us about uncovering the facts through sense, introspection and constructive dialogue. Not astonishingly, these happen to be crucial elements of successful performance management. Socrates employed a technique known as the Socratic Method - a kind of question that draws learning from within. He improved the quality of thinking in others through sensible reasoning and insight, and in the process, led folks to the truth without telling them. This is what a great trainer does - helps you reach your potential by further developing the capacities that already exist. Human operation is a function of conscience idea and actions, where thinking drives demeanor and conduct drives results.

Comprehending the Process

Too frequently, efficiency management discussions are restricted to reviewing outcomes, actions and the rationale for variances to plan. What we want to achieve is an open conversation that encourages unrestricted interest, helpful feedback, tough assumptions, and probing queries. These are typical behaviours presented in a true learning organization.

We must focus on the functionality of the person, if we need to enhance the functionality of the organization.

Implementing the Process

The 4 categories of questions listed below provide a message board for productive exchange in investigating thinking, behaviour and outcomes; these questions can be modified to fit a given set of conditions. The important point to remember is that questions like these should be used in regular discussions to: develop notions, challenge premise and beliefs, gain perspective and understanding and assess results:

Getting Perspective & Understanding

What is causing this to happen?
How did you come to this decision?
Give me an example to illustrate your purpose
What other perspectives did you consider
Are there any unanswered questions at this point?
Has this occured before?
Why is this crucial?
Tell me more about.....?
Challenging Premises & Beliefs

Are there other explanations for what occured?
What observations support your beliefs?
How much is logic and how much is emotion?
Are you speculating or do you know?
Given your beliefs, what would occur if....?
What occurs if your assumptions are erroneous?
Developing Notions

Have we ever contemplated this approach before?
How does your thought fit into the scheme?
Are there any risks or unknowns that should be assessed?
What are the reactions and thoughts of other stakeholders?
What do we already know about this subject?
If completely executed what would this look like?
Desire level of self-confidence do you have in.....?
What questions do we need to inquire?
Evaluating Outcomes

Is this how you expected it to turn out?
What would you do differently next time?
What can we learn from this?
What were the intended and unintended effects?
How does this outcome impact ....?
What is the significance of...?
Who needs to understand about this?
Final Notions

An organization grows and develops at the same rate as its employees. One means to quicken development is through a more effective performance management process. Performance management is a vital activity that should take place every day of the week through continuous and constructive conversation. Workers at all levels can enhance the quality of their thinking by asking the right questions and drawing out the possibility in others. The best area to start the journey is by asking the question: "What would Socrates do"?

Categories: None

Post a Comment


Oops, you forgot something.


The words you entered did not match the given text. Please try again.

Already a member? Sign In