Resources

Gary Markle is one of the most sought after experts on how to improve human capital to transform companies into highly productive enterprises where people actually enjoy going to work. Markle’s landmark work, “Catalytic Coaching: The End of the Performance Review” spent 37 weeks as an Amazon bestseller, ranking it in the top 5% of all books sold, and earning it the coveted Five Star rating. His follow-up book, “No More Performance Reviews” has been quoted in The Wall Street Journal, Fast Company and The Detroit Free Press. It was also favorably reviewed by Atlanta Business Chronicle.

When business is down and the future is scary, most prudent company leaders face the coming storm by battening the hatches and preparing for the worst. But with programs like Catalytic Coaching, some of the most important work is done when times are uncertain.

There’s something inherently wrong with the ritual of rating and ranking practiced by some of the world’s largest and most prestigious companies. I’ll give you three reasons why — and also tell you how you can quit performance ratings once and for all.

Leaders I work with always try to guess what makes Catalytic Coaching so effective. Why is the process such a game changer for organizations? Read on … I’ll tell you what’s behind the secret recipe.

It’s time to reflect on this year’s accomplishments. If only you could remember! Never fear — I’ve got some powerful tips and tricks for removing this stress and preparing for your coaching input meeting.

“Get the right people on the bus, the wrong people off the bus, and everybody in the right seats.”

In Good to Great, Jim Collins says leaders of successful organizations start with “who.” So, how do you do this? My suggestion is quite simple. Coaching. Not evaluating. Not grading. But coaching.