Comments on: Half-steps to full productivity http://managingleadership.com/blog/2007/10/03/half-steps-to-full-productivity/ The strategic role of the senior executive Sat, 28 Jan 2012 01:35:19 +0000 hourly 1 http://wordpress.org/?v=3.3.1 By: Jim Stroup http://managingleadership.com/blog/2007/10/03/half-steps-to-full-productivity/comment-page-1/#comment-1377 Jim Stroup Thu, 04 Oct 2007 21:17:36 +0000 http://managingleadership.com/blog/2007/10/03/half-steps-to-full-productivity/#comment-1377 Michelle, Thank you so much for your insigtful observation and your elaboration of them in your wonderful post on the topic. You caught me using "contribution" in a loose sense. My intent was to use it to refer to what a person is actually doing (or preparing or is capable/itching to do) for the firm, as opposed to how long a person has been with the firm, since the latter consideration is used by many outfits as a first hurdle for making promotion decisions. As such, it tilts the playing field against part-timers, who can't hope to compete on simple, raw time put in. I could have been clearer about that, but I'm glad it prompted your great post, and I hope everyone will use the trackback link to click over and read it. Thanks again for your visit and your observations! Michelle,

Thank you so much for your insigtful observation and your elaboration of them in your wonderful post on the topic.

You caught me using “contribution” in a loose sense. My intent was to use it to refer to what a person is actually doing (or preparing or is capable/itching to do) for the firm, as opposed to how long a person has been with the firm, since the latter consideration is used by many outfits as a first hurdle for making promotion decisions. As such, it tilts the playing field against part-timers, who can’t hope to compete on simple, raw time put in.

I could have been clearer about that, but I’m glad it prompted your great post, and I hope everyone will use the trackback link to click over and read it.

Thanks again for your visit and your observations!

]]> By: Michelle M. Carter http://managingleadership.com/blog/2007/10/03/half-steps-to-full-productivity/comment-page-1/#comment-1376 Michelle M. Carter Thu, 04 Oct 2007 19:50:49 +0000 http://managingleadership.com/blog/2007/10/03/half-steps-to-full-productivity/#comment-1376 I fully support your main idea here. Well said. I know many professional women who have quit work to be home with their children, but would welcome part-time, professional-level work, an option not widely available. There is one point within your post, however, to which I want to add a nuance. Regarding your comment, "Employees should be promoted based on contribution". I believe they should not be rewarded based on contribution, but they should be promoted based on POTENTIAL contribution. They are two different things. I fully support your main idea here. Well said. I know many professional women who have quit work to be home with their children, but would welcome part-time, professional-level work, an option not widely available.

There is one point within your post, however, to which I want to add a nuance. Regarding your comment, “Employees should be promoted based on contribution”. I believe they should not be rewarded based on contribution, but they should be promoted based on POTENTIAL contribution. They are two different things.

]]> By: Employee Performance Myths | Mission Minded Management http://managingleadership.com/blog/2007/10/03/half-steps-to-full-productivity/comment-page-1/#comment-1375 Employee Performance Myths | Mission Minded Management Thu, 04 Oct 2007 17:10:32 +0000 http://managingleadership.com/blog/2007/10/03/half-steps-to-full-productivity/#comment-1375 [...] "Employees should be promoted based on contribution." "Jim Stroup, Managing Leadership Blog" Not many would argue with that statement, but I am going to take a shot at it. [...] [...] “Employees should be promoted based on contribution.” “Jim Stroup, Managing Leadership Blog” Not many would argue with that statement, but I am going to take a shot at it. [...]

]]> By: Jim Stroup http://managingleadership.com/blog/2007/10/03/half-steps-to-full-productivity/comment-page-1/#comment-1373 Jim Stroup Thu, 04 Oct 2007 15:29:23 +0000 http://managingleadership.com/blog/2007/10/03/half-steps-to-full-productivity/#comment-1373 Hello Cam, That's right, isn't it? The fear about taking the plunge stops a lot of people, despite the obvious benefits. It seems to be quite a different thing to do, even though it really isn't - just a few implementation issues to work through, and the need to avoid setting false standards, as you point out. Thanks, Cam, for the additional takes on this! Hello Cam,

That’s right, isn’t it? The fear about taking the plunge stops a lot of people, despite the obvious benefits. It seems to be quite a different thing to do, even though it really isn’t – just a few implementation issues to work through, and the need to avoid setting false standards, as you point out.

Thanks, Cam, for the additional takes on this!

]]> By: Cam Beck http://managingleadership.com/blog/2007/10/03/half-steps-to-full-productivity/comment-page-1/#comment-1371 Cam Beck Wed, 03 Oct 2007 19:02:48 +0000 http://managingleadership.com/blog/2007/10/03/half-steps-to-full-productivity/#comment-1371 The fear behind the failure to implement such a plan is one of my pet peeves about organizations. Yes, there will be difficulties in implementation, and it won't be 100% perfect (as if their current system were), but the flexibility and efficiency it gives makes it worthwhile in many cases. The fear behind the failure to implement such a plan is one of my pet peeves about organizations. Yes, there will be difficulties in implementation, and it won’t be 100% perfect (as if their current system were), but the flexibility and efficiency it gives makes it worthwhile in many cases.

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