Traditional: (or nothing)

The journey to emotionally agile continuous performance development is often started from the status quo of a traditional annual process.

However, I know companies that have no process in place at all – having formed a view that the traditional approach adds at best – no value and often – even worse!


  • Catching people doing things right… rarely shared across peers and departments, mostly problem or weakness focussed, sometimes formally annually “forced”
  • Agreeing agile goals… top down, little flexibility, often appear disconnected to actual real work. Shrug, nod and smile.
    1-on-1 Meetings… too busy, initiated from above if at all, no emotional agility, often in response to problem performance, status update.
  • Reviews/Appraisals… one-way agenda, like being emotionally mugged, data created at time of review, poor quality subjective data, forced.
  • Business Outcomes… achieved despite the process, little or no engagement from team, poor business agility, tends to create terrorists. Annual team nausea at the prospect.

I’ve taken key learnings from numerous implementations across different industries, organisations and team cultures to create a guide to implement a continuous approach to performance improvement and coach-ability. This guide is for anybody and any team that has decided to implement a continuous approach to performance improvement and coach-ability.

Strategic HR

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