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Formula 2+2: The Simple Solution for Successful Coaching (The Ken Blanchard Series) Hardcover – October 10, 2004
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"2+2 is a revolutionary approach to performance appraisal that provides a key building block for leaders to be effective coaches." -- Noel M. Tichy, coauthor of the bestselling The Leadership Engine and The Cycle of Leadership
"Formula 2+2 shows managers and employees alike how to balance encouragement with suggestions for improvement ." -- Jack Canfield, coauthor of Chicken Soup for the Soul
"If you think managing and evaluating employees is frustrating, time-consuming, and exhausting, then read this book-right now! " -- Dorothy Marcic, faculty member at Vanderbilt University and author of Managing with the Wisdom of Love
"Read this book. Practice the concepts presented. I guarantee it will make a difference in the way your organization operates." -- Ken Blanchard, coauthor The One Minute Manager
"The 2+2 system allows managers to address positive and negative aspects of performance, encouraging feedback with a constructive spirit." -- Xu Erming, Dean, School of Business, Renmin University of China, Beijing
About the Author
Dwight W. Allen, Ed.D., is the Eminent Professor of Educational Reform at Old Dominion University in Norfolk Virginia. He received his A.B. (with Distinction) in history, with honors in Humanities, from Stanford University in Palo Alto, California. He continued at Stanford and completed both his M.A. and his Ed.D. in Education.
Dwight is also heavily involved in global concerns and for more than 10 years served as the International Technical Advisor for the United Nations Development Program in China as well as a consultant to the Department of Defense Dependent Schools in Germany. He also serves or has served as a consultant for schools and universities in Zimbabwe, Botswana, Zambia, India, South Africa, Israel, Uganda, Malawi and Greece.
He is the co-author (with his son, Douglas B. Allen, Ph.D.) of a companion volume to "Making the 2 + 2 Performance Appraisal Connection" that is being developed based upon the application of the 2 +2 model in the corporate sector. He is also the co-author of "AMERICAN EDUCATION: The 100 Billion Dollar Challenge, " (with Bill Cosby, Ph.D.) which was "ePublished" by Time Warner in 2000, and was named one of six non-fiction finalists in the International eBook Awards. In 2002, Dwight was named University Teacher of the Year by the State Council for Higher Education in Virginia 1n 2001, and the University of Massachusetts, Amherst, has honored him by establishing the Dwight W. Allen professorship of Educational Policy and Reform, also in 2001.
Dwight is known as a leading proponent of reformed educational systems for the future, and has written literally scores of influential papers and magazine articles on all aspects of the topic. He is an in-demand speaker and has delivered hundreds of lectures on national and international platforms. He has been the recipient of numerous grants for studies of educational systems.
Top customer reviews
The book is written as a business fable. Seems we are all learning more from stories than ever. The tale begins with an introduction to a harried manager Pauline, and her staff who are responsible for sales at their organization. Pauline has the usual duties of a manager, with all the bureaucracy and effort that entails. Managing her staff, Pauline doesn't realize how some run-of-the-mill activities as part of the standard corporate performance management process, actually cause employee dissatisfaction and discord. Meeting an outside mentor, Pauline learns how to apply `balance, timeliness, focus, specificity and follow-up' as key elements of success in giving feedback.
A simply written, short and succinct text is complemented by interesting pull-out quotes, such as "feedback should be as much of a celebration of success as it is a correction of problems" and "whenever performance appraisals result in surprise, the manager has failed". While 2+2 may take some time to get right, it appears to be an excellent tool that the Allens have developed to help overcome one of the biggest issues managers have with their staff - communication.
Not only do I plan to use the 2 + 2 Formula of feedback and communication, but I have already instituted it with my family. I am also looking at how this can affect our church in a positive way.
Why do we wait until someone screws up, makes a serious mistake, or doesn't do what we ask before giving feedback? Building a communication style of regular and continuous positive feedback is a much better system for a manager. It makes it easier to offer course corrections, and its much better to build bridges than to burn them. The 2 + 2 system is essential to connecting vision and goals with tasks and behavior.
I highly recommend the book and its excellent solution for successful coaching!
On the other hand, coaching can be "just in time" and focused on supporting people to be great, rather that correcting them for not becoming all that they can be. Formula 2+2 is the story of Paula, a potentially great manager, who is mentored by Audrey to implement the 2+2 formula, rather than focusing on performance appraisals. The book provides how-to's for the five keys to being a great coach: timeliness, balance, focus, specificity and follow-up.
These fundamentals give the key for providing the instant course correction and frequent feedback that is so necessary in today's fast-paced business environment. This affords a significant competitive advantage over managers who rely on the stiff, formal, all-too-infrequent performance appraisal that is often looked at as punishment - and a report card.
The book's goal is to help managers and employees alike view feedback as a positive, joyous experience. Formula 2 + 2 couples the giving of two compliments along with two suggestions for improvement, and it ties this formula into the five keys listed above. Good managers will easily leverage the information into significant results for their teams. Average managers will find that applying these techniques helps them stay managers by enabling them to do a job that they were quite possibly struggling with - and wondering if it would ever get better.