The Friday Five, Blogs That Matter – December 12, 2014

Blogs of Note for the Week Ending December 12, 2014

5 blogs that matterEvery day I learn something that advances my leadership knowledge and competency. Here are quotes from 5 blogs that got my attention this week. I don’t benefit from reposting any of these posts. Sometimes, I don’t even know the writer. However, I do read and personally grow my knowledge by reading posts that challenge my thinking and get me to think outside my old paradigm. It’s not important that you agree with any of these writers. It’s only important that you think. I hope you will find some new sources of inspiration with these posts. Here’s the next group of 5 in the series:

Sharlyn Lauby

Here’s What Happens When You Kill the Performance Appraisal

Sharlyn LaubyAs human resources professionals, we’ve seen plenty of articles about how we need to ditch the performance appraisal. Today, I want to share with you the story of a company that’s done just that.

Texas Roadhouse (aka Roadhouse) is a full-service, casual dining restaurant chain. They operate over 400 restaurants in 48 states and 3 countries. Their motto of “legendary food, legendary service” has led them to be recognized as one of the Employee’s Choice Best Places to Work by Glassdoor and one of America’s 100 Most Trustworthy Companies by Forbes Magazine.

These predictions about the future workforce made Roadhouse realize they needed to change the way they managed performance. Mark said the senior leadership team had been trying to figure out for some time how to separate the performance appraisal process from merit increases.

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Mary Jo Asmus

No ham please! What your employees really want for the holidays

Mary Jo AsmusThe company I worked for in my first professional position gave all of the employees a ham for the holidays. Although I was grateful and surprised to receive anything at all, there was a bit of dismay for this gift because:

  • They didn’t ask me what I wanted
  • My salary was barely a living wage
  • Management treated employees as a commodity with firings for minor transgressions
  • I was vegetarian (but was able to donate my ham to someone who could use it)

The next company I worked for was a wonderful place to work.

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Kathy Caprino

What Thought Leadership Is…And Is Not, Says Thought Leader and PR Expert Cheryl Snapp Conner

Kathy CaprinoEvery once in a while, a person comes along in life who is so helpful, generous, and kind-spirited that you feel blessed they fell in your path. You can’t believe your good fortune to have them as a mentor, teacher and a guide. For me, that person is Cheryl Snapp Conner – Forbes contributor and CEO of the thought leadership and PR firm Snapp Conner PR.

Cheryl and I sat down this week to talk about thought leadership – what it is and isn’t, and how to develop your writing, thought leadership and expertise so that it informs and enlivens others. Cheryl knows a great deal about this, and supports professionals, emerging organizations, startups and entrepreneurs develop their thought leadership. We also share an exciting honor: Both of us were named by writer Larry Kim to Inc.’s list of the 16 Best Entrepreneurship and Business Leadership Articles of the Year. Cheryl has also recently authored an e-book, The Definitive Guide To Thought Leadership.

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David Witt

Is It Time to Rethink Maslow’s Hierarchy of Needs?

David WittMost human resource and organizational development professionals are familiar with Abraham Maslow’s Hierarchy of Needs.  In his 1954 book, Motivation and Personality, Maslow’s proposed that people are motivated by satisfying lower-level needs such as food, water, shelter, and security, before they can move on to being motivated by higher-level needs such as self-actualization.

In a new article for Harvard Business Review Online, What Maslow’s Hierarchy Won’t Tell You About Motivation, Blanchard author Susan Fowler suggests that despite the popularity of Maslow’s model it might be time to take a second look at the idea of a needs hierarchy.

In conducting research for her new book, Why Motivating People Doesn’t Work … And What Does, Fowler found that instead of a hierarchy, contemporary science points to three universal psychological needs common to all people at all times:  autonomy, relatedness, and competence.

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Brian Sooy

Taking Time for Time

Brian SooyI grew up in a home full of reminders of the brevity of time. My father, a collector and restorer of antique timepieces, filled the walls with clocks of every shape and size.

As a child, I quickly learned the meaning of tempus fugit. As a leader, I embrace the awareness of its reality in every moment.

Time is a non-renewable resource; a fixed asset. If you’re diligent, you can earn more money—but time, once it’s spent—is gone.

Each of us is allotted the exact same amount every day. We either pass through it, or it flows around us…

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Hugh Ballou

The Transformational Leadership Strategist TM

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