ABSTRACT
Induction proceeds through early orientation and acclimatisation to the first steps in performance management. Not only can the Critical Incident Interview help to set objectives, it can track progress towards them. We also discussed the type of environment in which people feel they can change their engrained habits and characteristics. Features include room for aspirations, a stimulus or dissatisfaction, psychological safety and room to experiment, the involvement of colleagues, the setting of explicit targets and followthrough on measurement. This follow-through should contain real consequence for both success and failure.
