When SMART goals are dumb

Many organizations have adopted a pattern of regular goal-setting for employees, with a focus on SMART goals: those that are Specific, Measurable, Attainable, Realistic, and Timebound.  Though the acronym is memorable and intended to drive greater fairness in evaluations of performance against goals, it is a prime example of the desire for a streamlined and…

Growth, Depth and Breadth

Both employees and organizations can be thought of in terms of the dimensions of breadth (the number and variety of skills they exercise) and depth (the depth of specialization and expertise with those skills).  As companies grow and evolve, the inflection points at which they change their own position on the breadth/depth spectrum and those…