by Royal Rother » 01 Jul 2009 20:58
by readingbedding » 02 Jul 2009 13:41
by wolsey » 02 Jul 2009 14:00
Royalee Rodgers shows he's on the ball by speaking to a quality player who's sad to leave but has no choice as it's world cup year about what he wants to do at the club and how he'd love him to come back when he's begun the achieve some of that next season after we get a decent deal for him and in the same day all but ties up a deal for a decent player in Tommy Smith yet he gets ridiculed by some of you geniuses.
by West Stand Man » 02 Jul 2009 14:03
readingbedding If I was Doyle, I'd flick through it, be interested for about 10 mins then concentrate on what my new manager and set-up had to say.
by wolsey » 02 Jul 2009 14:16
West Stand Manreadingbedding If I was Doyle, I'd flick through it, be interested for about 10 mins then concentrate on what my new manager and set-up had to say.
Well bully you!
A wise man would listen, file it in the 'learn about leadership' box and then go on to learn about his new boss. He'd also pull forward those thoughts on a regular basis (in his sub-conscious?) to help him develop.
A half-wit would listen for, be interested for about 10 minutes and then forget it.
It is no more than good leadership to carry out a decent exit interview. I would hope (and assume) that BR will also open the discussion for KD to let him know what he feels about leaving the club, what he would have done differently and what BR can learn from his experiences here. Certainly, when any member of my staff is transferred to another part of the organisation I do an exit chat with them and the key questions I ask are;
- what would you change about what we do, or how we do it?
- what do we get right and how can we build on that?
- is there anything that we don't do that we could?
- is there anything else that is burning and you want to discuss now that you are going.
The results are of real value so long as you don't knee-jerk react rather than looking for patterns. It also allows you to go into the remaining workforce and see if they feel the same way about any of the issues (assuming that you are the type of leader who takes any notice of his/her staff of course!)
by W&E Royal » 02 Jul 2009 14:22
by Rawlie19 » 02 Jul 2009 14:49
W&E Royal I worry about Brendan Rodgers, he has Mark McGhee's chins!!!
by Alan Partridge » 02 Jul 2009 15:35
readingbedding If I was Doyle, I'd flick through it, be interested for about 10 mins then concentrate on what my new manager and set-up had to say.
by Hoop Blah » 02 Jul 2009 15:42
by CMRoyal » 02 Jul 2009 16:12
by Dirk Gently » 02 Jul 2009 16:18
by TFF » 02 Jul 2009 16:19
Dirk Gently Perhaps BR is thinking more long-term?
Kevin obviously loves the club and is only leaving because of the relative finances. BR giving him his exciting vision of where RFC is going now can only reinforce how good things are here, so that if Wolves go down and we go up there'll only be one club in KD's mind when he's looking to leave Wolves.
by readingbedding » 02 Jul 2009 16:25
West Stand Manreadingbedding If I was Doyle, I'd flick through it, be interested for about 10 mins then concentrate on what my new manager and set-up had to say.
Well bully you!
A wise man would listen, file it in the 'learn about leadership' box and then go on to learn about his new boss. He'd also pull forward those thoughts on a regular basis (in his sub-conscious?) to help him develop.
A half-wit would listen for, be interested for about 10 minutes and then forget it.
It is no more than good leadership to carry out a decent exit interview. I would hope (and assume) that BR will also open the discussion for KD to let him know what he feels about leaving the club, what he would have done differently and what BR can learn from his experiences here. Certainly, when any member of my staff is transferred to another part of the organisation I do an exit chat with them and the key questions I ask are;
- what would you change about what we do, or how we do it?
- what do we get right and how can we build on that?
- is there anything that we don't do that we could?
- is there anything else that is burning and you want to discuss now that you are going.
The results are of real value so long as you don't knee-jerk react rather than looking for patterns. It also allows you to go into the remaining workforce and see if they feel the same way about any of the issues (assuming that you are the type of leader who takes any notice of his/her staff of course!)
by Franchise FC » 02 Jul 2009 16:27
readingbedding David Brent is in the house.
by readingbedding » 02 Jul 2009 16:38
Alan Partridgereadingbedding If I was Doyle, I'd flick through it, be interested for about 10 mins then concentrate on what my new manager and set-up had to say.
Quite.
by Dirk Gently » 02 Jul 2009 16:42
by wolsey » 02 Jul 2009 17:04
Dirk Gently This thread convinces me once and for all that what I knew anyway - the thoughts and opinions on HNA bear no more than a passing resemblance to real life!
by Ian Royal » 02 Jul 2009 17:04
by STAR Voice » 02 Jul 2009 17:16
by readingbedding » 02 Jul 2009 17:16
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