Emergent leaders must be rewarded for the productivity of their failures—their idea generation, their pivots, their learnings, their clear-sighted zombie kills—as well as for their major successes. To do this, creating constant feedback loops—and getting rid of annual performance reviews—is absolutely critical. At GE, we moved to ongoing feedback via an app named PD@GE (Performance Development @ GE). Managers now give ongoing feedback to their employees—and vice versa—in a process that holds both accountable to each other and responsible for constant communication and coach-based behavior.
...more
