Sesil Pir
Member Since: 8th Jul 2016
Trained as a psychologist, Sesil Pir serves as an Executive Coach, Founder of SESIL PIR Consulting GmbH, HR/ OD platform Whirling Chief and an active HR Functional Leader.
Mrs. Pir started out her career as a Marketing Consultant with Deloitte & Touché in 1999. Since, she has worked for Honeywell International, Cargill Incorporated, Microsoft Corporation and more recently for Novartis AG.
Mrs. Pir holds a MA-HRIR from Carlson School of Management, Executive MBA from Harvard University and a BA from Eastern Michigan University.
She is six sigma certified for project management and is certified to administer a variety of 360° Feedback and Organisational Assessment Tools.
Sesil lives with her husband in Zurich, Switzerland.
My answers
Great article! I think it is important to distinguish between abandonment and evolvement. What Google is doing (as you rightly pointed out) is evolving their philosophy and not evolving it. The same argument goes for new age performance management processes. When we look at (tactically & operationally) what companies like GE, Deloitte, Accenture is doing - it is evolvement; it only sounds on media like they are abandoning performance management all together, which is factually incorrect.
Thank you for this article. OD is one of the most misconceived pieces of work, I find out. In an interview last year, I tried to explain a bit more, please see here: https://www.youtube.com/watch?v=iaN-vM9Bdfg&t=1s. The key to remember is that with OD work, there needs to be an efficiency gain - whether that's with people, processes or systems. I fully agree it is not linear; however, there needs to be a bottom line impact.