Mats solo: Targets and the bell curve - do we need them? Artwork

The Corporate Corner

This Podcast is for everyone impacted by the Corporate World. Corporate Life impacts everybody, from the CEO of the company to the middle manager or the employee lowest down the chain, as well as the silent (or, not so silent) partner at home doing the groundwork for their partner's success.Mats and Ariel Andersson have been been working, the last few decades, in various positions on multiple contents and countries. They are passionate about creating community and connecting people through conversations, looking at how things work, and don't, and where we align and have to be honest about differences. Mats has been working most recently as Director and General manager in the financial world and Ariel as Conscious Life and Businss Coach.With this Podcast we intend to shed light on Corporate culuture and effects by interviewing people in the corporate world and listening to their stories, their successes and failures and tackling some of the challenges that exist out there in the Corporate World: How do we lead with success? What is a good manager/leader? How do cultural differences impact the workplace? Are performance appraisals really needed? And, "How does corporate effect us all?" We will answer all these questions and more.

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The Corporate Corner

Mats solo: Targets and the bell curve - do we need them?

March 11, 2019 • Mats Andersson • Season 1 • Episode 16

In today's episode Mats is going on an exploration of targets, target settings and the bell curve.

Have you got your targets? Have you made the targets for your staff?

The corporate target settings for individuals is a cumbersome, administrative process in many places and often something that just have to be done.

Very few are getting their real motivation and drive from these targets written on a paper and people are often cautious when setting their own "stretch" targets.

More personal involvment in target settings seems to be the trend, but it is really the optimal solution?

Mats went on an exploration on what are some recommendations out there.

The Bell Curve, the magic curve that distributes people over a nice shaped curve putting a few as top performers, the majority in the middle and some as bad performers is often used to assess people.

How good and effective is this in a time when team work is the holy grail and companies hire and have top notch staff all deserving to be on the performing side of the curve?

Great to have you here in the Corporate Corner:

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