I'm seeing the term behavior used frequently. Both on M-T and in management discussions. We use behavioral interviewing to attempt to find candidates with past behaviors that will predict future success with us...We are using the M-T definition of behavior when using the feedback model...We use core competencies in performance reviews to rate an employee on what successful behaviors they have had in areas that are important to the company.
And I guess that is where I'm having trouble. Mark's definition of behavior is something you can see, hear or how it is done. I can see when a behavior is successful but looking at giving feedback on the 8 core compentencies in our PR form I suddenly feel overwhelmed!
Some of the core competencies are more important to getting the job done than others...and being on time to work isn't one of the CCs. :-)
How do you integrate CC into your feedback? Is it a concern and you just rate them at the end of the year? Do you focus on areas that directly relate to job performance (which may not be related to the CC)?