December 30, 2009/Oro Valley, AZ — Engagement Leadership, a new and radical approach to managing employee performance, will “give organizations an alternative to worn out annual performance reviews,” announced Ascent Management Consulting’s founder, Kevin Herring.
“This change is long overdue in most organizations,” said Herring. “Senior leaders, line managers, and workers alike have been calling for a better approach to performance reviews for a long time, and now we have a solution for them.”
Herring explained that Ascent Management Consulting has helped organizations re-engineer many internal processes that stifled innovation and intrinsic motivation including “stove piped” work processes, excessively hierarchical decision methods, and over-controlling leadership practices. This new approach replaces compliance-based performance management with “Engagement Leadership” and comes as another in a long line of workplace changes Ascent Management Consulting has introduced to raise workforce performance to new levels.
A leader in work unit productivity improvement and performance turnarounds, Ascent Management Consulting has identified six processes that together constitute the elements of Engagement Leadership. Organizations that execute each of these processes effectively have no need for annual reviews and substantially improve their ability to increase workforce performance through higher levels of employee engagement.
Organizations that have implemented Ascent Management Consulting’s turnaround processes have experienced substantial performance increases sometimes greater than 100%. Supporting systems such as Engagement Leadership provide a substantial boost to such turnaround results.
Ascent Management Consulting offers in-house consulting, coaching and workshops to implement Engagement Leadership as a stand-alone system or component of a larger-scale turnaround.
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