by clicking on the page. A slider will appear, allowing you to adjust your zoom level. Return to the original size by clicking on the page again.
the page around when zoomed in by dragging it.
the zoom using the slider on the top right.
by clicking on the zoomed-in page.
by entering text in the search field and click on "In This Issue" or "All Issues" to search the current issue or the archive of back issues respectively.
by clicking on thumbnails to select pages, and then press the print button.
this publication and page.
displays a table of sections with thumbnails and descriptions.
displays thumbnails of every page in the issue. Click on a page to jump.
allows you to browse through every available issue.
FCW : February 2013
like a tic-tac-toe board, with the x-axis (horizontal line) of three boxes repre- senting performance and the y-axis of three boxes (vertical line) representing potential. In other words, the top right square means high performance/high potential, while the bottom left square means low performance/low potential. To use the matrix, managers assign each of their employees to the appropri- ate box on the grid, and all that infor- mation is consolidated onto one master grid. Then, in a talent review meeting, a team facilitator (someone with experi- ence in using the 9-box) guides manag- ers in a discussion of each employee's performance and potential. The beauty of the tool lies in its simplicity and ease of use. With a lit- tle explanation and initial facilitation, managers usually catch on quickly. The provides an opportunity to express appre- ciation --- and draw consciously on those resources again in the future. 4. What other conditions conspired to produce this success? Some conditions are out of our control; still, it's helpful to have them on the radar screen. But other conditions might be more mal- leable and might be factors to leverage for future success. These questions can help you --- and others --- mine your success for the rich lessons that it can teach. Who knows? Maybe it's time to graduate from the "school of hard knocks" to a kinder, gentler "textbook of triumph. "■ Julie Winkle Giulioni, co-author of "Help Them Grow or Watch Them Go: Career Conversations Employees Want, " is a train- ing consultant who works with organiza- tions to deliver results through learning. She can be reached via her company web- site, DesignArounds.com. Needs Development Meets Expectations Exceeds Expectations High Growth Limited Prepare for future role Improve in current role or reassign Improve in current role Improve in current role Bad hire/ replace Reconsider High High Low PERFORMANCE POTENTIAL
March 15, 2013