In this approach, there is cyclic, iterative, activity described as phases of Preparatory (focusing), Reconnaissance (informed current situation analysis), Implementation of improvement, Evaluation of achievement, Recommendation creation, and Reporting. In the model there are links also made to further improvement and it allows for dealing with emergent and sometimes multiple issues. The FARG approach is underpinned by the three key principles of shift in depth, lift in challenge, and authentic collaboration.
Published in Chapter:
Focused Action Research Based Goal Pursuit: The Secret Sauce in Great Performance Review
Eileen Piggotirvine (Royal Roads University, Canada)
Copyright: © 2017
|Pages: 16
DOI: 10.4018/978-1-5225-1049-9.ch060
Abstract
Despite the fact that creating employee focus, motivation and improved outcomes through performance review is widely encouraged, such constraining and potentially isolating activity is also equally derided. I argue in this chapter that many obstacles in performance review can be overcome through inclusion of focused goal pursuit which has a simple, collaborative, flexible, personal and organizational learning and improvement, emphasis whilst combining both rigour and responsiveness. I offer an overview cycle for performance review with such an embedded Focused Action Research Goals (FARG) approach. The overview cycle and FARG approach are underpinned by three key principles encouraging: depth of learning; stretch in challenge; and collaboration based on dialogue and openness. The chapter moves beyond outlining processes and principles to drawing links to recent thinking from the neuroscience and neuroleadership fields. Regions of the brain relevant particularly to goal pursuit are discussed alongside the impact of stress and elements considered to enhance this critical organizational function. Some caution about drawing categorical and overly simplistic conclusions is also included.