By Ron Price
Most leaders have completed their organizational plans for next year, communicated with specificity and enthusiasm to their employees, and appropriated the necessary resources to lay the groundwork for a successful year.
However, I tend to find in my work that few have applied this same discipline to creating and implementing their own individual performance plans for the year. Sometimes this is nothing more than an oversight; other times it is because the leader doesn’t feel accountable to the same disciplines imposed on others, and sometimes it is because of deeper feelings of insecurity that produce a subtle but lingering fear of failure. Read More