[Ailist] Appreciative Valuations of Staff

[Michael Holdstock]

I haven't followed the whole of this thread, but my ten öre's worth:
I am finding it increasingly meaningful to break this staff development and
support process up into the following bits:

the development dialogue - with agreed long and short term professional and
personal developmental goals
(where do you want to get to?) (D1,2,3)

measures of development effectiveness related to agreed goals
(how do we check up on your progress towards your goal and help you stay on
track?) (D 3-4)

the reward negotiation.
(what financial and other compensations are we agreed on?)

There is no water-tight compartmentalisation since all three relate to one
another. They can all be handled appreciatively/supportively and retain
their meaningfulness and bite.

Dealing with them as separate but related issues, I have found, makes the
whole situation easier to handle. Maintaining a dialogue throughout the year
related to the first two means that an ongoing interest and awareness of
development becomes a natural part of the leadership function.
To facilitate this continuum one organisation that I have collaborated with
instituted the idea of "job chats" - at least quarterly, as part of the
follow-up process to the more formal development dialogue.


Mike
Karlstad, Sweden