Archive for the ‘High Performance Factors’ Category
Credibility goes hand-in-hand with trust. Everything that we do in today’s world-both professional and personal- involves a great deal of trust and credibility. Remember… you only have one chance to make a good first impression. And many times that first impression is what establishes credibility- or establishes a “lack of credibility.”
Credibility is built. Credibility can be between two people or groups of people. What is your personal BRAND? What is your professional BRAND? Both will involve credibility… or lack thereof.
Ways to Build Positive Credibility in Your Personal Brand: Continue reading ‘Are You Suffering From Lack of Credibility?’ »
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Posted by Inneractive Consulting Insights on September 1, 2010 at 12:39 am under High Performance Factors.
Tags: communication skills, credibility, Judy W Bell, lack of credibility, personal brand, Trust
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Character is often used to define a person’s integrity, such as he has “upstanding character” or “his character is lacking.” Character is actually a set of behavior traits that define what type of person you are.
Most of us were told as children that all we ever really have is our “name” and that we must protect our reputation and integrity at all costs. I think that most of us still agree with that wise age-old advice.
What really could be worth losing your sense of self as well as your integrity?
Character really does count! In the end it’s one of the few things that matter.
“Character, no circumstance, makes the person.”
— Booker T. Washington
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Posted by Inneractive Consulting Insights on July 29, 2010 at 12:16 am under High Performance Factors.
Tags: behavior traits, Booker T Washington quote, Character, Character Counts, Integrity, Judy W Bell
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What’s that? The Pareto Principle is also known as the 80/20 Rule. We’ve all heard of this rule and it is in practice in most aspects of our lives. Simply stated, the principle submits that 80% of effects come from 20% of causes. Additionally, the Pareto Principle is referred to as the “law of the vital few” and the “principle of factor sparsity”.
Italian economist, Vilfredo Pareto, first wrote about this phenomenon in 1906. Pareto developed a mathematical formula to document his findings that 20% of the population owned 80% of the land. Pareto was also able to establish that 80% of the peas in his garden came from 20% of the plants. Continue reading ‘What is the Pareto Principle?’ »
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Posted by Inneractive Consulting Insights on June 18, 2010 at 12:12 am under High Performance Factors.
Tags: Dr Joseph Juran, employee productivity, Judy W Bell, Law of the Vital Few, Pareto Principle. 80/20 rule, Quality Management, Vilfredo Pareto
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Do you have Success Habits or Failure Habits?
Review the lists of Success Habits and Failure Habits below and think about how each one impacts your business and personal success. It is your choice as to which list you join.
Success Habits
- Time Management = Time Freedom
- Positive Outlook on life and work
- Willingness/Openness to people/processes/things
- Structure and purposeful planning in life and work
Versus
The failure habits are listed next. Continue reading ‘Your Habits – Success or Failure?’ »
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Posted by Inneractive Consulting Insights on June 17, 2010 at 12:47 am under High Performance Factors.
Tags: Failure Habits, Judy W Bell, List of Failure Habits, List of Success Habits, Success Habits
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The Law of Your Expectations
This week we have looked at the principles of the Law of Expectation through the Pygmalion Effect. We have also looked at the Pygmalion Effect regarding the success of your team in the workplace with you at the helm.
Let us now look at the Pygmalion Effect to write the script of your own life, both personally and professionally. Continue reading ‘Write Your Own Pygmalion Script’ »
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Posted by Inneractive Consulting Insights on May 13, 2010 at 12:23 am under High Performance Factors.
Tags: Judy W Bell, Law of Expectation, My Fair Lady, Pygmalion Effect, Robert Rosenthalienore Jacobson, self-expectations
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Are You Setting Your Team UP for Success?
It is no accident that good leaders have the highest performing departments. Good teams are not happenstance. Rather, good leaders build good teams. Even better…great leaders build great teams.
High-performance employees work for high-expectation managers! That’s right; the higher expectation a boss has of his workers, the higher the performance of his/her staff. The Pygmalion Effect is an age-old phenomenon in which it is shown that our performance is that of a self-fulfilling prophecy. If a boss considers his employees to be smart and productive, that is almost always the type of performance the boss will witness. If a boss believes his employees to be lazy and non-committal at work, this is the performance that will almost always be present in his workers. Employees will live “up to” or “down to” your expectations. Continue reading ‘The Pygmalion Effect at Work’ »
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Posted by Inneractive Consulting Insights on May 11, 2010 at 12:04 am under High Performance Factors, Leadership.
Tags: 10 Behaviors of High-Expectation Leader, Executive Coaching, Goals, High Expectation Boss, high performance, High Performance Factors, Judy W Bell, Leadership, Self-fulfilling prophecy, The Pygmalion Effect
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Every CEO or business owner should know who his or her top performers are. Every department manager and division manager should also know each top performer by name and by types of motivation . Why motivation type? Because we all have intrinsic motivators that make us tick (or not!)
Top performers are often referred to as “A Players” or “high potential employees”. What sets these employees apart from the average employee? They bring to your company: Continue reading ‘Can you Afford NOT TO TRAIN Your Top Performers’ »
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Posted by Inneractive Consulting Insights on March 17, 2010 at 12:13 am under High Performance Factors.
Tags: benchmarking, collaboration skills, EQ, intrinsic motivators, Judy W Bell, performance plans, The Phoenix Seminar, Top Performers, types of motivation, work ethic
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Human beings are achievement oriented. While there must be time for rest and recreation built into our lives, achievement orientation is what has allowed civilizations to thrive and carry on. In short, achievement and growth are what have sustained the human population over time.
Douglas Mallock said, “Find your joy in something finished and not a thousand things begun.” This insightful statement speaks to the exclusively human need to actually produce results. Don’t we all feel a sense of accomplishment and excitement when we see a project through to completion? Once the project is complete, we may rest for a few hours or a few days and then our orientation for achievement begins to generate new ideas. Thus, creativity and productivity are enhanced for the next round of ideas and implementation.
Here is a list of Ideas to stimulate personal achievement: Continue reading ‘Do You Have an Achievement Orientation?’ »
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Posted by Inneractive Consulting Insights on March 3, 2010 at 12:21 pm under High Performance Factors.
Tags: achievement orientation, claity, Concentration, Judy W Bell, sense of accomplishment, The Phoenix Seminar, time management techniques
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Before you can reach disengaged workers, it is important to know what a disengaged employee actually is; or…the flip side, which is an employee who is engaged. Engagement is NOT job satisfaction. Job satisfaction is…. well, job satisfaction. It measures how satisfied a person is with their job. Satisfied workers may or may not do a great job and may or may not go the extra mile.
An engaged employee is someone who has zeal for his or her job. They believe in what they are doing and for whom and with whom they are working. And when one of the variables change, the engaged worker will set about to make positive changes. They will reinvent themselves in their job, either with a new company or by taking positive steps by which to continue engagement within their current job. Or they will have open dialog about their loss of zeal. But they will do something constructive! Continue reading ‘How to Prevent a Disengaged Workplace’ »
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Posted by Inneractive Consulting Insights on February 28, 2010 at 12:01 am under High Performance Factors.
Tags: disengaged workers, disengaged workplace, employee coaching, employee recognition programs, engaged workers, job satisfaction, Judy W Bell, pay for performance, The Phoenix Seminar, Topgrading, zeal
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Every manager or C-level executive I talk with tells me how important it is to increase the performance of their organization. They continue to tell me how great it would be if everyone on their staff performed at higher levels. After listening to these common comments about their organization and their people, I ask one question…
So what methods are you currently using to track and measure personal accountability?
Most of the time I get one of three responses: Continue reading ‘Increase Accountability to Increase Performance’ »
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Posted by Voss Graham on October 5, 2009 at 5:14 am under High Performance Factors.
Tags: Actions getting Results, Key Accountabilities, Performance Management Systems, Personal Accountability, Voss Graham
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