Welcome. Yes, a key part of implementation is context. If I don’t understand the fundamental purpose or principle behind what I am being asked to do, I might be less inclined to cooperate.

By the same token, if I don’t understand, I cannot always judge when things have gone awry.

Thanks for the comment.

Michelle

Thanks for the plug.

Michelle

I spend much of my professional life helping to communicate the rationale and benefits of HR processes. The problem is not often with the process itself but the fact that it has been rolled out as a process rather than best leadership practice.

My experience is that when managers really get it, they are happy to buy in by helping to make the process work for them and their staff.

I shared your post with my readers in my weekly Rainmaker ‘Fab Five’ blog picks of the week found here: http://www.maximizepossibility.com/employee_retention/2008/10/the-rainmaker-3.html

Be well Michelle!