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56 results (expanded search) for "تشخيص الأداء"
Leadership
High-Performance Team Diagnosis (Katzenbach)
6 criteria: small number, complementary skills, common purpose, performance goals, work approach, mutual accountability.
Professional
Pre-Mortem
Before executing decision, imagine it failed in a year, enumerate most likely failure causes.
Administrative
Diagnosing Team Stage with Tuckman Model
Identify which of four stages your team sits in today, and adapt your leadership style accordingly instead of using one fixed approach.
Administrative
ADKAR Readiness Diagnosis
Each affected employee: score 5 dimensions — awareness, desire, knowledge, ability, reinforcement.
Administrative
Balanced Scorecard
Don't judge by financial numbers alone — add customer, internal, learning in 4 perspectives.
Leadership
Multiplier vs. Diminisher Diagnosis
Determine if you multiply your team's intelligence or drain it via 5 specific leader behaviors.
Leadership
Ideal Team Player Diagnosis
3 virtues (Humble, Hungry, Smart) for ideal team player. Diagnose your team against them.
Leadership
Tuckman Stages Identification
Identify which of 5 stages your team is in (forming, storming, norming, performing, adjourning) to choose the right intervention.
Leadership
Radical Candor Matrix
A 2×2: "Care Personally × Challenge Directly". Know which quadrant you're in with each report.
Leadership
Coaching Through a Plateau
When someone's progress stalls despite real effort, look for what changed in their performance pattern, not just "less motivation".
Leadership
Diagnosing Your Reaction to Feedback
3 triggers reject valid feedback: Truth, Relationship, Identity. Know which fires in you.
Leadership
5 Dysfunctions of a Team Audit (Lencioni)
Audit your team across five layered levels: trust, conflict, commitment, accountability, results.
Leadership
Hersey & Blanchard's Situational Leadership
Direction level must match employee's maturity on the task. 4 styles, pick right one per case.
Professional
Self-1 vs Self-2
Self-1 (critic) sabotages Self-2 (doer) — watch inner dialogue during performance.
Parenting
Child's Mood Wheel
Use the visual emotion-wheel to pinpoint what your child feels before intervening.
Administrative
90-Day Plan for a New Role
Three phases: learn (30), diagnose (60), first win (90).
Leadership
Getting on the Balcony: Seeing Dynamics
Mentally exit the meeting and look at it from above. What's really happening, beyond what's being said?
Professional
Power Posing (Cuddy)
Wonder Woman pose 2 min before — raises testosterone.
Administrative
Managing the Difficult Stakeholder
Before labeling someone "difficult", diagnose the specific type: are they anxious, ignored, or genuinely conflicted in interest?
Leadership
Trust Equation
Trust = (Credibility + Reliability + Intimacy) ÷ Self-Orientation. Rate each component with 5 people.
Leadership
Identifying Loyalties: To Whom Does Each Person Owe Allegiance?
People resist change not from laziness, but because their loyalties are at risk. Discover the loyalty before expecting movement.
Parenting
Unconditional-Regard Language Practice
Practice sentences that separate your love from your child's performance — love isn't earned or withdrawn.
Psychological
Stoic Evening Review
Every night 5 min: what did I do well, what wrong, what to improve?
Professional
Stop at 80% Rule
Stop at 80% — don't bury in 20% perfectionism.
Professional
Imaginary Audience Rehearsal
Rehearse as if audience in room — discover gaps.
Professional
Self-Recorded Rehearsal
Record yourself rehearsing, then watch — discover unseen.
Professional
Pre-Stage Breathing
5 deep breaths before stage — calms nervous system.
Professional
Identity Goals
Instead of "I want to run a marathon", say "I'm a runner" — identity drives behavior.
Professional
Compassion Fatigue Check
If in helping work, answer 5 monthly questions revealing compassion fatigue.
Professional
Identity Beyond Work
Write 7 answers to "who am I?" excluding your job — free identity from fragility.
Administrative
One-Page Dashboard
Summarize the health of your operation on one page with just five metrics, refreshed weekly.
Administrative
Post-Delegation SBI Feedback
After any delegated task completes, deliver feedback in Situation-Behavior-Impact format.
Administrative
The "Never Delegate This" List
Identify 5-7 tasks that must stay with you, so you delegate everything else with peace.
Administrative
Pre-Mortem Protocol
Imagine the project failed entirely a year from now; list 7 plausible reasons before starting.
Administrative
Value Stream Map for One Process
Map every step a task passes through end-to-end, marking value-add versus non-value-add.
Administrative
Zero-Based KPI Audit
Delete every KPI you track, and re-add only what someone can prove actually changes a real decision.
Leadership
GROW Model for Coaching Conversations
A 30-min conversation with a report: Goal, Reality, Options, Will — to grow their thinking instead of giving answers.
Leadership
Designing the Weekly 1-1
30 weekly minutes with each direct report, following 3 questions only: what, how, where stuck.
Leadership
Build SBI Feedback for Reports
Frame feedback in 3 sentences: Situation, Behavior, Impact — strips bias, refocuses on behavior.
Leadership
Power Pose Before High-Stakes Moments
2 min in a power pose before meeting/pitch = cortisol -25% + testosterone +20%.
Leadership
Four-Dimensional Energy Portfolio
Your energy = 4 dimensions: physical, mental, emotional, spiritual. Rate 1-10 and plan for weakest.
Leadership
Distinguishing Technical from Adaptive Challenges
Classify your problem: technical (known solution) or adaptive (requires shifting minds and values)? Confusing them is leadership failure #1.
Leadership
Weekly Service Ritual in 1-on-1s
In every 1-on-1, ask: "How can I serve you this week? What's blocking you that I can remove?"
Leadership
Post-Crisis After-Action Review
After every crisis, a 90-min meeting with just 4 questions converts experience into institutional learning.
Leadership
Designing an Effective Stretch Assignment
Task 20% bigger than employee's current ability. Scares 30%, fails 30%, succeeds 40%. Difficult balance.
Leadership
Handling a Toxic High-Performer
When a member delivers excellent results but destroys team morale, separate performance from behavior via a clear standard and a direct honest conversation.
Leadership
Coaching for Confidence vs. Coaching for Competence
First diagnose: does the person lack an actual skill (competence), or have it but not trust using it (confidence)? The treatment is entirely different for each.
Leadership
Distinguishing Technical vs. Adaptive Challenges
Before solving any problem, ask: do we need an expert with a ready answer (technical), or do the people themselves need to change (adaptive)?
Digital & AI
Force Explicit Chain-of-Thought
Add "think step-by-step inside <thinking> tags before answering" — boosts complex-problem accuracy 30-40%.
Social
Spot Your Own Alexithymia Pattern
When you reflexively say "I'm fine", pause and ask your body 3 questions before accepting the default answer.
Administrative
SMART Goal Rewrite
Turn a vague goal into a specific, measurable, time-bound formulation.
Administrative
Career-Pathing Conversation
Ask every team member once a quarter: where do you want to be in two years? Then explicitly tie their current work to that path.
Leadership
Psychological Safety Check (Edmondson)
Measure with 7 questions whether your team feels safe to tell truths, ask questions, admit mistakes.
Leadership
Innovation Portfolio Balance (Core/Adjacent/Transformational)
Distribute innovation investment roughly 70/20/10 across core (improving current), adjacent (nearby extension), transformational (future bet) — not all in one bucket.
Parenting
Parental Burnout (Mikolajczak)
Parental burnout isn't a myth. Three core symptoms, four steps to survive before collapse.
Digital & AI
Resolving Authentic Voice vs. Algorithm-Chasing Tension
Before any post, ask: "am I writing this because I believe it, or because I think the algorithm favors it?" — constant tension drains content of its honesty.