{"id":1245,"date":"2024-11-13T12:00:00","date_gmt":"2024-11-13T11:00:00","guid":{"rendered":"https:\/\/AVEO"},"modified":"2024-11-18T07:44:12","modified_gmt":"2024-11-18T06:44:12","slug":"a%cc%8ars-status-om-dit-lederskab","status":"publish","type":"post","link":"https:\/\/puredevelopment.auxodev1.dk\/en\/a%cc%8ars-status-om-dit-lederskab\/","title":{"rendered":"A\u030arsstatus om dit lederskab"},"content":{"rendered":"

The manager as a role model in relation to the annual performance interview<\/strong><\/p>\n\n\n\n

Many of you are probably already engaged in employee interviews about performance and behaviour. Practically speaking, this conversation may differ from organization to organization. In some organizations, you choose to have both topics during a conversation. In other organizations choose to have a conversation about performance and the annual goals. And another conversation about behavior including strengths and possible areas of development (some call it weaknesses) which can lead to e.g. courses, training and education. Dear child, as you know, has many names.<\/p>\n\n\n\n

As leaders, we often hear that we are role models. Walk the talk etc.<\/p>\n\n\n\n

I have a thought that I would like to share with you.<\/p>\n\n\n\n

Can you imagine that we as leaders openly share what we have \"received\" from our leader? Obviously, there are certain pieces of information that cannot or should not be shared for various reasons.<\/p>\n\n\n\n

But what if we chose to share the following:<\/strong><\/p>\n\n\n\n