Resilience Training

It struck me today whilst delivering training on performance management in Chichester how hard it should be for those associated with managing performance to obtain the balance right. We have research study that informs us how aiming to reach perfection has an unfavorable effect on employees, Dr Kristen Neff highlighting how simply taking that pressure off to do well at all things, to accept that average can at times be good enough in fact improves performance, and the work of Carol Dweck on acknowledging and sharing the learning from mistakes in order to grow a Growth Frame of mind.

Where systems are in place that "score" performance, the reasoning being that the higher the better, can it then be possible to have an honest conversation about errors, or to feedback that performance is typical and not have the staff member grabbing the exit, thinking that the organisation does not think they are good enough?