Join Todd Dewett for an in-depth discussion in this video Building a transparent meritocracy, part of Managing for Results.
- Leaders that know how to get results…tend to share a few common practices.…One of the most interesting is creating a workplace…defined by transparency.…What I mean by transparency is that issues and decisions…at work are openly discussed and understood.…There a few surprises or questions marks…about what's going on.…This is in contrast to a more closed work environment…where people feel disconnected or even misinformed,…which can lead to feelings of isolation…and a perception that leaders and work systems…somehow lack integrity.…
Your goal is strong transparency.…The benefits are clear.…First, when information is shared openly and rapidly,…people feel as if they're being treated honestly and fairly.…They feel like the boss is being straight with them.…Higher transparency also encourages smart risk-taking…in support of changing and improving the team's work.…That's because when employees feel the workplace is just,…they expect principled risk-taking to be…respected, not ridiculed.…
Next, transparency also reduces the time required…
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- Identify multiple strategies for managing with results in mind.
- Explore the strengths and weaknesses of visual management.
- Recognize the key factors in building a transparent meritocracy.
- Identify methods for tuning and optimizing management processes to improve efficiency.
- Review the challenges of rapid decision making.
- List the essential elements of a post-hoc analysis.