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	<title>REFLECTIONS ON</title>
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	<description>BUSINESS ... PEOPLE ... AND LIFE</description>
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		<title>REFLECTIONS ON</title>
		<link>http://roelfwoldring.wordpress.com</link>
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		<item>
		<title>Why the planned Facebook IPO is not really about creating value?</title>
		<link>http://roelfwoldring.wordpress.com/2012/02/03/why-the-planned-facebook-ipo-is-not-really-about-creating-value/</link>
		<comments>http://roelfwoldring.wordpress.com/2012/02/03/why-the-planned-facebook-ipo-is-not-really-about-creating-value/#comments</comments>
		<pubDate>Sat, 04 Feb 2012 00:24:16 +0000</pubDate>
		<dc:creator>Roelf Woldring</dc:creator>
				<category><![CDATA[economics]]></category>
		<category><![CDATA[Human capability]]></category>
		<category><![CDATA[society]]></category>
		<category><![CDATA[The evolution of human beings]]></category>
		<category><![CDATA[Facebook's Planned IPO]]></category>
		<category><![CDATA[human abilities]]></category>
		<category><![CDATA[human evolution]]></category>
		<category><![CDATA[societies]]></category>
		<category><![CDATA[tribes]]></category>

		<guid isPermaLink="false">http://roelfwoldring.wordpress.com/?p=298</guid>
		<description><![CDATA[Facebook's success was not planned. Facebook lucked into automating an part of human life that have been evolving for millions of years. So it is not likely that Facebook's IPO will lead to the creation of anything that is fundamentally new. Instead, the folks that control Facebook will use all that money to acquire other technology companies and trade value rather than create it. <img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=roelfwoldring.wordpress.com&amp;blog=7657685&amp;post=298&amp;subd=roelfwoldring&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">Roelf  Woldring</media:title>
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		<title>Shape The Future, Don&#8217;t Appraise the Past: Performance Contracting is the Key to Employee Engagement and Organizational Excellence</title>
		<link>http://roelfwoldring.wordpress.com/2012/01/12/shape-the-future-dons-appraise-the-past-performance-contracting-is-the-key-to-employee-engagement-and-organizational-excellence/</link>
		<comments>http://roelfwoldring.wordpress.com/2012/01/12/shape-the-future-dons-appraise-the-past-performance-contracting-is-the-key-to-employee-engagement-and-organizational-excellence/#comments</comments>
		<pubDate>Thu, 12 Jan 2012 17:53:50 +0000</pubDate>
		<dc:creator>Roelf Woldring</dc:creator>
				<category><![CDATA[Organizational Excellence]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance contracting]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[organizational excellence]]></category>
		<category><![CDATA[performance contracting]]></category>
		<category><![CDATA[performance management]]></category>

		<guid isPermaLink="false">http://roelfwoldring.wordpress.com/?p=286</guid>
		<description><![CDATA[Response to your direct report's feedback about performance appraisal. Again and again, in employee satisfaction survey after employee satisfaction survey, staff that  they

1. do not trust the performance appraisal process, 
2. find that it does not motivate them to perform at day to day levels, never mind the ones needed to achieve organizational excellence,
3 increase their sense of engagement with either their jobs, or their employer. 

There is a way to get beyond this. Take a forward looking performance contracting approach with your direct reports. Treat them as adults capable of, and interested in, negotiating what they are to deliver, and how their success at that will be measured. 

You will find that it increases their sense of engagement, as well as their actual performance level. <img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=roelfwoldring.wordpress.com&amp;blog=7657685&amp;post=286&amp;subd=roelfwoldring&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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			<media:title type="html">Roelf  Woldring</media:title>
		</media:content>

		<media:content url="http://roelfwoldring.files.wordpress.com/2012/01/hand_signing_contract.jpg" medium="image">
			<media:title type="html">Signing My Performance Contract</media:title>
		</media:content>
	</item>
		<item>
		<title>How do you performance contract for organization turnaround?</title>
		<link>http://roelfwoldring.wordpress.com/2012/01/11/how-do-you-performance-contract-for-organization-turnaround/</link>
		<comments>http://roelfwoldring.wordpress.com/2012/01/11/how-do-you-performance-contract-for-organization-turnaround/#comments</comments>
		<pubDate>Wed, 11 Jan 2012 17:01:39 +0000</pubDate>
		<dc:creator>Roelf Woldring</dc:creator>
				<category><![CDATA[organizational change]]></category>
		<category><![CDATA[Organizational Excellence]]></category>
		<category><![CDATA[corporate turnaround]]></category>
		<category><![CDATA[performance contracting]]></category>
		<category><![CDATA[performance management]]></category>
		<category><![CDATA[restructruing organizations]]></category>
		<category><![CDATA[turnaround leadership]]></category>
		<category><![CDATA[turning around organizations]]></category>

		<guid isPermaLink="false">http://roelfwoldring.wordpress.com/?p=276</guid>
		<description><![CDATA[Turnaround around an organization is very different from improving a process within an organization. If you understand the difference, you can still develop forward-looking, metrics-based performance contracts that allow you to monitor the effectiveness of an organization renovation leaders and her or his team. <img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=roelfwoldring.wordpress.com&amp;blog=7657685&amp;post=276&amp;subd=roelfwoldring&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://roelfwoldring.wordpress.com/2012/01/11/how-do-you-performance-contract-for-organization-turnaround/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">Roelf  Woldring</media:title>
		</media:content>

		<media:content url="http://roelfwoldring.files.wordpress.com/2012/01/business_team_pushing_graph_up_4563521.jpg" medium="image">
			<media:title type="html">Turning around an organization</media:title>
		</media:content>
	</item>
		<item>
		<title>How do you use performance contracting to pick “good”,  rather than “bad” organizational leaders?</title>
		<link>http://roelfwoldring.wordpress.com/2012/01/10/how-do-you-use-performance-contracting-to-pick-good-rather-than-bad-organizational-leaders/</link>
		<comments>http://roelfwoldring.wordpress.com/2012/01/10/how-do-you-use-performance-contracting-to-pick-good-rather-than-bad-organizational-leaders/#comments</comments>
		<pubDate>Tue, 10 Jan 2012 18:48:27 +0000</pubDate>
		<dc:creator>Roelf Woldring</dc:creator>
				<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Leading ... and Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Organizational Excellence]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance contracting]]></category>
		<category><![CDATA[good leaders]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[organiztaional excellencte]]></category>
		<category><![CDATA[performance contracting]]></category>
		<category><![CDATA[performance management]]></category>

		<guid isPermaLink="false">http://roelfwoldring.wordpress.com/?p=269</guid>
		<description><![CDATA[Organizations that combine performance contracting with thoughtful succession planning and leader development will have great organizational leaders in their future.<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=roelfwoldring.wordpress.com&amp;blog=7657685&amp;post=269&amp;subd=roelfwoldring&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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			<media:title type="html">Roelf  Woldring</media:title>
		</media:content>

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			<media:title type="html">Normaldistribution</media:title>
		</media:content>

		<media:content url="http://roelfwoldring.files.wordpress.com/2012/01/probabilities.jpg" medium="image">
			<media:title type="html">probabilities</media:title>
		</media:content>
	</item>
		<item>
		<title>Engage your staff &#8211; start performance contracting and stop performance appraising</title>
		<link>http://roelfwoldring.wordpress.com/2012/01/06/engage-your-staff-start-performance-contracting-and-stop-performance-appraising/</link>
		<comments>http://roelfwoldring.wordpress.com/2012/01/06/engage-your-staff-start-performance-contracting-and-stop-performance-appraising/#comments</comments>
		<pubDate>Fri, 06 Jan 2012 19:40:21 +0000</pubDate>
		<dc:creator>Roelf Woldring</dc:creator>
				<category><![CDATA[Employee Engagement]]></category>
		<category><![CDATA[Human Resources]]></category>
		<category><![CDATA[Leading ... and Leadership]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance contracting]]></category>
		<category><![CDATA[employee engagement]]></category>
		<category><![CDATA[performance appraisal]]></category>
		<category><![CDATA[performance contracting]]></category>
		<category><![CDATA[performance management]]></category>

		<guid isPermaLink="false">http://roelfwoldring.wordpress.com/?p=247</guid>
		<description><![CDATA[Stop the drag of performance appraisal; move to the joy of performance contracting.<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=roelfwoldring.wordpress.com&amp;blog=7657685&amp;post=247&amp;subd=roelfwoldring&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://roelfwoldring.wordpress.com/2012/01/06/engage-your-staff-start-performance-contracting-and-stop-performance-appraising/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">Roelf  Woldring</media:title>
		</media:content>
	</item>
		<item>
		<title>Ho, Ho, Ho – It’s the Season for Performance Appraisals</title>
		<link>http://roelfwoldring.wordpress.com/2011/11/28/ho-ho-ho-its-the-season-for-performance-appraisals/</link>
		<comments>http://roelfwoldring.wordpress.com/2011/11/28/ho-ho-ho-its-the-season-for-performance-appraisals/#comments</comments>
		<pubDate>Mon, 28 Nov 2011 18:53:20 +0000</pubDate>
		<dc:creator>Roelf Woldring</dc:creator>
				<category><![CDATA[Management]]></category>
		<category><![CDATA[performance contracting]]></category>

		<guid isPermaLink="false">http://roelfwoldring.wordpress.com/?p=241</guid>
		<description><![CDATA[Somehow Christmas and performance appraisal season always seem to come together, the second spoiling some of the enjoyment of the first ... <img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=roelfwoldring.wordpress.com&amp;blog=7657685&amp;post=241&amp;subd=roelfwoldring&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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			<media:title type="html">Roelf  Woldring</media:title>
		</media:content>
	</item>
		<item>
		<title>Why Did The Canadian Election Leave Me Feeling So Disgruntled?</title>
		<link>http://roelfwoldring.wordpress.com/2011/05/03/why-did-the-canadian-election-leave-me-feeling-so-disgruntled/</link>
		<comments>http://roelfwoldring.wordpress.com/2011/05/03/why-did-the-canadian-election-leave-me-feeling-so-disgruntled/#comments</comments>
		<pubDate>Tue, 03 May 2011 19:30:11 +0000</pubDate>
		<dc:creator>Roelf Woldring</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://roelfwoldring.wordpress.com/?p=238</guid>
		<description><![CDATA[Politics is a Moral Enterprise I strongly believe that politics in a democracy is about morality. I think that political leadership, both during times of elections and in between elections, requires a personal commitment to an openly-stated moral creed. I believe that individuals who make the choice to run for political office but do not [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=roelfwoldring.wordpress.com&amp;blog=7657685&amp;post=238&amp;subd=roelfwoldring&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://roelfwoldring.wordpress.com/2011/05/03/why-did-the-canadian-election-leave-me-feeling-so-disgruntled/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">Roelf  Woldring</media:title>
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		<title>You Can&#8217;t Manage What You Can&#8217;t Measure &#8211; More From the C-Level Consultants Discussion on Linked In</title>
		<link>http://roelfwoldring.wordpress.com/2011/04/27/you-cant-manage-what-you-cant-measure-more-from-the-c-level-consultants-discussion-on-linked-in/</link>
		<comments>http://roelfwoldring.wordpress.com/2011/04/27/you-cant-manage-what-you-cant-measure-more-from-the-c-level-consultants-discussion-on-linked-in/#comments</comments>
		<pubDate>Wed, 27 Apr 2011 14:52:01 +0000</pubDate>
		<dc:creator>Roelf Woldring</dc:creator>
				<category><![CDATA[Leading ... and Leadership]]></category>
		<category><![CDATA[Management]]></category>
		<category><![CDATA[Measures]]></category>

		<guid isPermaLink="false">http://roelfwoldring.wordpress.com/?p=233</guid>
		<description><![CDATA[Incorporating Management Measurements into Managed Work Flow Let&#8217;s take the point of view of an innovative manager. I have a bunch of software in place in my organization that manages workflow. That is, for transaction-based events that must be handled inside the organization, we developed piece of software which routes activities from person-to-person based on [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=roelfwoldring.wordpress.com&amp;blog=7657685&amp;post=233&amp;subd=roelfwoldring&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
		<wfw:commentRss>http://roelfwoldring.wordpress.com/2011/04/27/you-cant-manage-what-you-cant-measure-more-from-the-c-level-consultants-discussion-on-linked-in/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
	
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			<media:title type="html">Roelf  Woldring</media:title>
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		<title>The Great Pension Scandal: A Moral Fable</title>
		<link>http://roelfwoldring.wordpress.com/2011/04/25/the-great-pension-scandal-a-moral-fable/</link>
		<comments>http://roelfwoldring.wordpress.com/2011/04/25/the-great-pension-scandal-a-moral-fable/#comments</comments>
		<pubDate>Mon, 25 Apr 2011 18:48:08 +0000</pubDate>
		<dc:creator>Roelf Woldring</dc:creator>
				<category><![CDATA[Uncategorized]]></category>

		<guid isPermaLink="false">http://roelfwoldring.wordpress.com/?p=225</guid>
		<description><![CDATA[The Great Pension Scandal: A Moral Fable Let’s listen into the dialogue between an employer (E) and a new employee (N) somewhere in North America, sometime after the Second World War. E: Great, you will be starting work with us on Monday. N: Yes, I&#8217;m looking forward to it. E: OK. We&#8217;ve got your benefits [...]<img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=roelfwoldring.wordpress.com&amp;blog=7657685&amp;post=225&amp;subd=roelfwoldring&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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		<slash:comments>0</slash:comments>
	
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			<media:title type="html">Roelf  Woldring</media:title>
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		<title>&#8220;A Measure What You Manage&#8221; System that Works</title>
		<link>http://roelfwoldring.wordpress.com/2011/04/04/a-measure-what-you-manage-system-that-works/</link>
		<comments>http://roelfwoldring.wordpress.com/2011/04/04/a-measure-what-you-manage-system-that-works/#comments</comments>
		<pubDate>Mon, 04 Apr 2011 22:45:39 +0000</pubDate>
		<dc:creator>Roelf Woldring</dc:creator>
				<category><![CDATA[Executive reward and motivation]]></category>
		<category><![CDATA[Leading ... and Leadership]]></category>
		<category><![CDATA[organizational change]]></category>
		<category><![CDATA[business]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[measures]]></category>
		<category><![CDATA[metrics]]></category>
		<category><![CDATA[performance management]]></category>
		<category><![CDATA[productivity improvement]]></category>

		<guid isPermaLink="false">http://roelfwoldring.wordpress.com/?p=220</guid>
		<description><![CDATA[You can make "you cannot manage what you do not measure work for you". This story reflects the real experience of one organization that did. <img alt="" border="0" src="http://stats.wordpress.com/b.gif?host=roelfwoldring.wordpress.com&amp;blog=7657685&amp;post=220&amp;subd=roelfwoldring&amp;ref=&amp;feed=1" width="1" height="1" />]]></description>
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			<media:title type="html">Roelf  Woldring</media:title>
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