E in Breakthrough equals Energized

Today part three of the twelve part series on learning how to Breakthrough to the Next Level.

E in Breakthrough equals Energize

Energize is key for getting started in the first place. Then, you carry forward and take on every breakthrough in your life.

Energy comes from passion. When you are passionate about a project, task, job or goal, an new level of energy engages your mind, body and spirit. I have seen this happen to people literally overnight. Once the passion enters the picture, the energy to achieve it comes next.

Have you ever noticed the people working around you? Watch for signs relative to their energy levels, posture, demeanor and focus. By watching these factors you can easily tell if a person has the passion to achieve new breakthroughs. Continue reading ‘E in Breakthrough equals Energized’ »

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Posted by Voss Graham on November 12, 2009 at 5:16 am under BREAKTHROUGH to Next Level.
Tags: Creating a High Performance Culture, E equals Energize, Energized for Success, high energy employees, How to Breakthrough to the next level, top-grading, using personal strengths on the job, Voss Graham
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Do You Have an “On Boarding” System in Place?

Whether you call it an “on Boarding system,” an orientation program or a Fast Start system, it may mean the difference in having a high performer or not. It is one of the key systems for creating a high performance culture.

So what is this on boarding system all about?

In simple terms it is a process that gets a new employee in a job started with clear focus on the outcomes of the job. It helps to get someone new in a position to get started quickly and get productive as soon as possible.

There are several key items for an on boarding system to work.

Key Accountabilities for the Job
A Prioritized Listing on Key Traits for the Job to be Successful
A Manager Who Understands the Need for a Fast Start in a New Position
A Mentor or Coach Assigned to the New Person

Key Accountabilities for the Job include the key outcomes that are expected from this job function. This is not to be confused with a Job Description. Most, not all, Job Descriptions are nothing more than an activity list for a job with no mention of actual outcomes and results expected.

A Prioritized Listing of Key Traits identified for the Job to be successful show the person just what is needed to be a success. These traits should be closely matched to the new hire (if you want to top grade your company and staff) with few exceptions. The closer the true match, the higher the level of natural performance from the individual in the position or job. It is a true win-win for both the company and the employee. Also, any mismatches between the job traits and the individual’s traits reflects a clear path for an individualized personal development process.

A Manager that understands the need for a fast start when a potential high performer is on board. The major mistake by most managers in this situation is to be unprepared for the start up or to take a lazy attitude about ramping up the responsibilities of the new hire. I have seen terrible situations regarding new hires whereby the manager had no place assigned for a new employee. Placed the person in the company lunchroom and forgot about him! Two weeks later the manager was amazed when informed that the new potential superstar had quit. – You can’t make this stuff up! It’s true. New hires, especially potential high performers need to launch quickly and take on critical projects as soon as possible. Remember, high performers are looking for new challenges rather than hiding from them.

Finally, a mentor or coach should be assigned to the new hire to assist them with the inner workings of the organization, who the real players are, what politics are in play, and what are the procedures that need or should be followed to get things done quickly and effectively. An organized mentor process will increase the effectiveness of a new hire by a factor of five, due to less trial and error and more focus on getting results.

If you don’t have an effective “on-boarding” system, contact us immediate to discuss how to get one for your team or organization. They are proven to get the results you require and create a high performance culture. It’s simple to install and works in every area of the organization. Call us at 901-757-4434 and let’s discuss your situation.

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Posted by Voss Graham on June 17, 2009 at 5:29 am under Performance management.
Tags: Creating a High Performance Culture, hiring and selection, Hiring High Performers, Job Matching, Key Accountabilities, On Boarding System
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What’s Your Preference – Goals or Problems?

While coaching a client I was intrigued by the fact that every time I asked about my client’s goals for the coming year, the client would change the subject and not answer my question. This continued for several weeks, until I discover the answer – he preferred problems over goals.

After studying this topic in depth I learned that people fall into one of two camps: 1. Goal oriented or 2. Problem oriented.

Okay, I know some of you have heard the motivational speakers jump up and down talking about goal setting is the master key to success. You need to write and rewrite your goals every day to make certain the goals are top of mind and thus get achieved.

Well, the truth is, only half the population are true goal seekers. The other half are problem solvers. In fact, the really intense problem solvers hate to discuss goals due to their disbelief that goals are achievable or even necessary in some cases. Continue reading ‘What’s Your Preference – Goals or Problems?’ »

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Posted by Voss Graham on June 12, 2009 at 5:28 am under Coaching.
Tags: Coaching, Creating a High Performance Culture, Goal oriented, Great Leadership, Problem Solvers
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Leaders Create the Corporate Culture

I had a spirited discussion with a friend of mine about how culture is developed within a organization. He took the position that culture just forms on its own and leaders have little impact on the overall culture.

My point of view was different. I agreed that many corporate cultures are formed by the collective beliefs and opinions of the people within the organization. However, this is a direct bearing on the total lack of attention or effort applied by the leadership of these organizations.

My belief is leaders have a direct responsibility for creating the corporate culture within their organization.

How can you have a high performance culture if the leadership is not creating this attitude within the organization? Leaders need to establish the culture that will contribute to the fulfillment of the strategic goals of the organization. Leaders using group presentations, project priorities, policies that encourage growth and innovation, one on one discussion with key influencers and the ability to walk their own talk create an environment that is supportive of the leaders directions and goals.

A common trait found in observing the performance of effective leaders is their ability to create a “can-do” culture. Poor leaders create a culture of CYA and blame, blame, who gets the blame today? The best leaders keep people seeing the possibilities rather than the limitations. They create a high energy team who regularly go the extra mile to accomplish goals that others felt were impossible.

It’s all about the culture you develop and support with your actions. Take time each week to review what is going on around you. Talk to people, encourage your team with positive statements, and take the necessary steps to insure you get the culture that contributes to your mission.

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Posted by Voss Graham on June 3, 2009 at 5:43 am under Leadership.
Tags: Corporate Culture, Creating a High Performance Culture, Great Leadership, High Performance Teams
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