Diamonds to You

Happy Holidays

It’s hard to believe that the year is almost over – and it is time again for New Year’s resolutions.  When speaking with a magazine columnist today, who interviewed me for an article she is writing on Performance Appraisals, I was reminded how much a properly designed performance appraisal is similar to a realistic set of New Year’s resolutions.

So, my question for you, what have you resolved to improve in your personal life and in your professional life?  For me, it’s getting out and networking more.  This is both for social reasons and for business contacts.

My friend Jeanie Starr shares favorite quotes with us when she sends e-mails.  Today’s:

"Courage is not simply one of the virtues
but the form of every virtue at the testing point,
which means at the point of highest reality."
-C. S. Lewis
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About the advice of an attorney

Last month I wrote about the importance of taking the advice of an attorney with a grain of salt.  I want to repeat one paragraph of what I wrote, and then share with you the e-mail I received from a very successful and well respected attorney in Los Angeles (and no, for those of you wondering, he is not/was not the man I was in love with.  My Bill has been dead for many years.)

So, I want to remind you that attorneys know the law. Take their legal advice.  However, they do not necessarily know business strategy, employee relations, interpersonal relationships, conflict resolution, or even how to conduct investigations neutrally.  Here are a few examples:

Manny Klausner wrote:

I’m writing to let you know that I particularly enjoyed your insightful remarks about not automatically following an attorney’s advice. … I agree with your comments.  The key is to apply common sense and good judgment – and this involves not merely knowledge of the law, but also knowledge concerning the individuals involved and the context of the situation.

Women in the Workplace and Networking

I just observed three amazing examples of women not thinking they are important enough to matter.  I was at two functions where women had paid in advance to attend an event, and dozens of them (yes, dozens) did not show up.  Don’t they know that food was purchased based on the number of people who RSVP’d they were coming?  Don’t they think they are missed?

The third incident was a luncheon where six women had stated they were coming and the table was reserved for all six.  I was one of two women who came and politely waited for a half hour before giving up and ordering our lunch.  Being two people at a table for six – especially during the holiday season – is embarrassing to those of us sitting at the table and annoying and frustrating to the restaurant personnel.

Is this a California phenomenon?  A woman’s issue?   Or, have we all just decided we don’t matter that much?  Or, heaven forbid, an issue of women not respecting the time of other women?

Performance Appraisals

I’m not going to report all that I said to Marjie McClure the reporter who interviewed me, but want to remind you of a few important points – especially since this is year end and many companies insist on completion of the annual reviews now.

• Everyone should be reviewed, from the CEO to the entry level employee.
• Performance Appraisals should not be a one-size fits all, but should contain some universal questions pertaining to the company’s values and standards, but should then be customized to the particular job being appraised.
• Once a year is not good enough – except for those at a very high level in the organization.  Most people should be evaluated more often – maybe once a quarter for most, but once a month for some.
• There should be no surprises.  Employees should know what’s expected of them and how they have been performing week by week.  The formal review should be just that – a formal review of that which has been discussed.
• Goals and objectives should be established together with the person being appraised and they should have some stretch goals as well as a way in which they can be measured.  If additional training, coaching, or consulting is necessary, they should be  provided and documented in the appraisal document..
• The evaluation should be a positive experience between manager and employee, one in which both agree as to what needs to be done.

For more, look for the January issue of the CareerSmart Advisor.

I really thrive on your referrals to me.  Keep them coming!

My Blog

www.DiamondAssociates.net/blog - Visit ME!

Prior Newsletters

Other articles in prior newsletters can be found here:
 http://diamondassociates.net/articles/Newsletters.shtml

Recent Publications

Several more of my articles have been published in dozens of e-magazines and newsletters.  These articles are being published so frequently that I can’t list all of the references.  Instead, I suggest you Google:  ArLyne Diamond.

Here are some though:

• Cultural Differences in Group Decisions, in Outsourcing, October-November, 2007

• Change Management Strategies, in Outsourcing, August-September, 2007.

• Board Service is an Honor, Echo Journal, August 2007

• Real World Solutions: Hiding Disability Facts Leads To Misunderstandings, in Thompson’s ADA Compliance Guide, August 2007, Col. 18, #8.
  
• Team Buidling Strategies, in Outsourcing, WORDlabs MEDIA, Kuala Lumpur., June-July 2007.
  
• Building Trust in Distant Teams, in Management Issues Feb. 20, 2007.

• Workplace Conflict Resolution:  What’s Creating Workplace Conflict and 9 Easy Ways to Resolve it appeared in Impact Articles:  The Business and Coaching Network on January 26, 2007   With my permission, this article will also appear in a series of newsletters created and marketed by Haley Marketing Group to their staffing industry clients.

My two published books are available at www.ProductivePublications.com.

• Training Your Board of Directors:
  A Manual for the CEOs, Board Members, Administrators and Executives of Corporations, Associations, Non-Profit and Religious Organizations
• The “Please” and “Thank You” of Fundraising for Non-Profits:
  Fifteen Essential Ingredients for Success

So, how can I help you?

Your columns were quite interesting and I agree with just
about every thing you say….Some of your underlying philosophy
of management reminds me of Robert Townsend’s Up The Organization
… probably the best book on business and management I’ve read.
David J. Estrin, Senior Editor, Garland Publishing, Inc.

“You are a bold and skilled pro.  I have enjoyed ‘Diamonds  to You’.  It is refreshing that you speak crisply on topics of political sensitivity without giving up your integrity.  Thanks.  Tom Incorvia.”

Successful process and organizational improvements require strong facilitation and interpersonal skills.  ArLyne has the ability to listen,
manage conflict and get to the bottom line. 
…resulted in positive and tangible changes to existing processes and organization [as well as] community participation.
Connie Martinez, Vice-President Joint Venture Silicon Valley

 

Let me be your Aufin—your advisor to Kings.

 

ArLyne Diamond, Ph.D
ArLyne@DiamondAssociates.net