The Cost of Incompetence
In most organizations, the role of practical skill development and real-time coaching is left to managers and executives who are not necessarily the best teachers or coaches. Even worse, they do not really see this role as central to their mandate or their own future success. They are being asked to coach, counsel and develop employees, but that usually means nothing more than completing an annual performance review that is the equivalent of providing a player with feedback after the final game of the season. It's just not good enough if we are serious about being competitive at the highest levels of performance excellence.
The answer lies not in improving the form we use to provide the feedback, or even the process ...