Tuesday, December 6, 2011
Have Them Show Their Work
I was reminded of this when I watched one of Dan Ariely's videos on BigThink called Promoted to the Level of Incompetence. "One of the problems with promotions is that we promote people based on outcomes, not about the quality of their decisions," says Ariely, Professor of Behavioral Economics at Duke University.
There is an element of this in annual performance evaluations. In most programs, we ask the leader to document successful outcomes against their goals, which becomes the justification for the performance rating, the size of the annual raise, the bonus, and ultimately, consideration for the next big promotion.
What's wrong with that? Well, as Dan Ariely argues, the outcome is not the whole story. Like the teacher, we need to evaluate both the final answer and process for how the leader got there.
A well rounded performance evaluation includes a measurement of behaviors and competencies such as judgement, integrity, collaboration, and strategic thinking, and change management.
Ask your team to show their work, and include that in your evaluation of who is ready graduation and who needs more time with you at the chalkboard.