I’m renewing my campaign on keeping things simple. It’s long been one of our hallmarks as consultants to help our clients make complex things simple. Perhaps it’s in the nature of management to proliferate frameworks and systems and measurement. It sometimes takes an outside view to help organisations back to the essence.
Adrian Furnham, Professor of Psychology at University College London, wrote recently in The Sunday Times of the perverse consequences of performance management systems. They’re meant to systematise how things are done and to encourage the less good performers to do better. Instead, with their complex rules and targets and
ABCD (resist the urge to hum along with the Jackson Five) is a well established framework and tool that comes out of positive psychology – it can be used to build optimism, positivity and resilience. As a manager coaching people through tough and uncertain times it’s worth remembering the ABCD of how to get people to think more positively – you can apply it in individual conversations and in a team discussion.
Adversity – we encounter it and react to it
Belief – our reactions create and are conditioned by a set of beliefs
Consequences – the beliefs are the cause of what
How often do you read a business book and come away completely satisfied? Like a perfect five course meal with three wines. In this case my metaphorical five course meal was in a restaurant that has been open since 1981 and I’ve never visited, so all the more surprise that it catered perfectly to my tastes which are not, as you may know, entirely mainstream…Enough of the analogy – I have just been through “Gary Yukl’s Leadership in Organizations (7th ed)” published by Pearson.
Yukl has been researching and writing on leadership for 40 years and this textbook for business