Replying to LO27669 --
Rox:
In response to your question in LO27669, here are some of my thoughts as
someone with certain experience:
1. Jack's approach in this regard has been formalized by Brad Smart and
defined it as "Topgrading", you may find a book by Brad Smart on
amazon.com, just type in Topgrading for a search key word or his name.
If you search the internet by the keyword of "Topgrading" or go to
topgrading.com, you'll find one of earlier article by two Smarts on
Topgrading the board, it's a free offer.
2. This approach will only work in certain corporate culture. For
instance, one of GE's cultural aspects is "boundarilessness"--good for
Jack, came up with such a long word :) another cultural aspect
"strechness"--meaning people setup strech goals, when the goal is
achieved, the bar will be raised, then all the results now is still under
the bar and new efforts is required to reach the new bar. Without these
cultural aspect, the so-called topgrading approach or ABC won't work and
will even cause disastrous results, which I don't want to discuss here.
3. A derivative of this approach is to create an aggressive culture
where everybody is trying to be A players. This year's A player will not
be necessarily an A player next year--due to the stretchness culture, and
you can think through about the rest i guess. so the culture is the key.
That's why it's still controversial and many organizations are reluctant
to adapt the approach.
There are many other process, procedure related issues. Please give me a
call if you are interested to discuss.
Hope the information is enough to get you started with or without the
process,
Good luck.
Greg
Greg Wang, PhD
ROInet Listservant (www.groups.yahoo.com/group/roinet)
www.performtek.com
610-793-1919
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