contact us

Use the form on the right to contact us.

You can edit the text in this area, and change where the contact form on the right submits to, by entering edit mode using the modes on the bottom right.

Cleveland, Ohio


Echo System Partners works with organizations to co-create workplaces that inspire high levels of employee engagement tapping into individual greatness for organizational good.

Organizations that work with Echo discover exactly how their people are the secret to their success and they build action plans to secure this competitive advantage.

Echo’s approach is collaborative. With thorough understanding of an organization's goals and success drivers, we tailor customized engagements that will yield measurable results.  We blend a wealth of experiences, research, and knowledge to create actions that will bring your strategic vision to life.

Echo's Blog

A blog that provides snapshots of key ideas that inspire organization growth. 

One idea: Focus on a basic concept. (Explore complex concepts in white papers.)

Short but Useful: Practical insights and ideas that can be quickly implemented.

Engaging: Quick and entertaining.

Thought Provoking: Generate resourceful thought.

Inspire: What works in organizations. 

6 Ways to Update your Performance Management System

Regina Loiko

Marcus Buckingham the author of many best sellers that focus on using your strengths recently posted, What if Performance Management focused on Strengths? Here he provides excellent insights on how to update your approach to performance management and make it more relevant in today’s organizations. He offers six characteristics of a new system. We suggest that you try at least one of his ideas and are grateful that you don’t have to await an overhaul of you current system to benefit from what he shares. The six characteristics are summarized below.

1.       Real time: give feedback in the moment with frequent (weekly, monthly) check-ins.

2.       Light touch: keep it simple and require little documentation.  Consider just two questions, what are you doing this week and how can I help. Keep the focus on the employee, their skills, accomplishments, interest, and goals. Be more of a coach than a judge.

3.       About the employee and for the employee: the employee drives the process meaning they schedule the meetings, decide what you will talk about, document the results, follow-up as needed and reap the benefits. In the beginning managers may have to coach employees to own this process.  

4.       Strengths based: significant growth results from focusing using your strengths to be effective. Still address weaknesses but understand that they present the least opportunity for growth.

5.       Future focused: Talk about what is expected rather than what has been done. Explore the actions they can take, the skills they can acquire, and the contacts they can make.

6.       Local system: use the system to capture local intelligence. Note: we agree that performance management should be local but do not agree that goals should only aggregate up, rather we advise that they move up and down through the organization. Employees are to have a purpose tied to sustaining the organization and they want to create value.

Enjoy the full article especially our favorite quote: “Performance feedback when anonymous is just gossip.”