Newly Released Lessons Learned

Below is a list of the this month’s newly released Executive Lessons.

	Jerry Rice Former Wide Receiver San Francisco 49ers	Never Quit Beyond The Game It’s All About Confidence Living The Dream Out Work Your Competition Smell The Roses
	Eric Tarchoune Managing Director Dragonfly Group Ltd	Entering The Chinese Market Studying China’s Past To Look Into The Future Reinventing Your Company In The Chinese Market Create An Environment To Retain Your People Understand Your Environment To Gain A Competitive Advantage
	Jean Sweeney VP, Environmental, Health & Safety Operations 3M	Environmental Constraints Can Lead To Innovation In Difficult Times Lean On Your Core Values Pollution Prevention Pays Tying Environmental, Social And Financial Benefits Together
	Ray Pinney Senior Vice President, Client Relationship Wells Fargo Insurance	Discovering That You’re Good Enough Come Early Stay Late Getting Into Your Life’s Work Building Trusted Relationships Hard Work & Determination
	Leonard Wheeler Founder & President Wheeler Enterprises Inc.	Always Have A Game Plan Follow Up! Success Is In The Detail Preparation Is Key To Winning Understanding Your Value To The Team

Notable favorites from this month’s new releases:

Out with the Performance Review

Recently published in the Wall Street Journal was an article by Dr. Samual A. Culbert, a consultant, author, and professor of management at the UCLA Anderson School of Management in Los Angeles, boxing for the removal of the dreaded performance review.

To Dr. Culbert "a one-sided accountable, boss-administered review is little more than a dysfunctional pretense. It’s a negative to corporate performance, an obstacle to straight-talk relationships, and a prime cause of low morale at work." Dr. Culbert goes so far as to say that "Even the mere knowledge that such an event will take place damages daily communications and teamwork."

Dr. Culbert argued seven reasons why he found performance reviews ill-advised and useless:

1. Two people, Two Mind-sets
2. Performance Doesn’t Determine Pay
3. Objectivity Is Subjective -
4. One Size Does Not Fit All -
5. Personal Development Is Impeded
6. Disruption To Teamwork
7. Immorality Of Justifying Corporate Improvement

To Dr. Culbert’s credit, after chewing out the traditional performance review, he offers an alternative - "two-side, reciprocally accountable, performance previews".

Read what Dr. Culbert means by "two-side, reciprocally accountable, performance previews"

Climbing The Promotion Ladder

Video: Climbing The Promotion Ladder

Peter Ellwood
Chairman
Rexam Group

Why you should watch this lesson:

Learn from Peter Ellwood, Chairman of Rexam Group, four things you may do to help you reach the upper echelons of management.

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