This is part three of a five part series about the Barriers to Performance Improvement.
These are all major and common in business and organizations today and will need to be addressed in order to completely turn around our competitive advantage in the global economy.
The Third Barrier to Performance Improvement is… Continue reading ‘Barriers to Performance Improvement – Part Three’ »
There seems to be a lot of chatter about wisdom these days. There are discussions about the lack of wisdom and discussions about the over use of “wisdom” sources. All interesting discussions and related to our services which help people get to higher levels. We encourage people to increase their personal wisdom and use it in their decision making processes.
Yet, there is debate about wisdom and we get questions about “What is wisdom?” This is a great question that needs to be answered for our leaders and our emerging leaders who read our information.
Wisdom is the combination of experience and reflection. It allows the holder of this wisdom more choices and alternatives to make the correct decision depending upon the situation or a solve a problem based upon the real issues of the problem.
— Voss W Graham
Let me discuss the ingredients of Wisdom = Experience plus Reflection. Continue reading ‘What is Wisdom?’ »
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’ »
Today I’m expanding on yesterday’s post by asking the question…
Performance or Politics – Which is More Important to You?
I’m asking this question because of two reasons…
Let’s look into these two reasons. Continue reading ‘Performance or Politics – Which is More Important to You?’ »
Yes, it is the middle of the year, the beginning of July indicts we have made the middle of the calendar year. Are you making the half-time adjustments to your goals and annual plans?
Just like the best football teams in the country, making half-time adjustments is a key skill that makes great coaches – well, great! If a coach did not adjust to what was happening on the field of play during the halftime, then two things would happen.
Okay, so we are not talking about a football game in the middle of the year, however, we should be talking about your goals or your team’s goals (assuming you use a calendar year rather than a fiscal year.). Your personal goals are definitely on a calendar year – so it is time to review your progress.
Here is the process for reviewing your goals using a half-time adjustment review: Continue reading ‘Are You Making Half-Time Adjustments?’ »
Okay it is time for me to follow up on my promise on Tuesday. What is the best method to impact your personal results?
The answer can be found in you. Yes, that’s right, You hold the power to change your thoughts and therefore change your results and performance overnight.
Just take these two pills – er no – no drugs, no magic, no magic bullet, no cult, no voodoo, no eight years of therapy, no painful implants or anything like that.
Here is the three step method to improve your results and your performance – permanently. Continue reading ‘Changing Beliefs Can Impact Your Results’ »
In this day and age of fast paced gadgets and ADD marketing buzz, could it be that good old discipline really determines your level of success? Could Discipline be the real bottom-line for Success – period?
My believe is that discipline is the key determinant to mine and your level of success. There are several reasons that discipline is the master key to your success. Continue reading ‘Discipline Determines Your Success’ »
Yes, June is the official month for Effective Communication. So why dedicate a whole month to effective communication? Based upon my experiences I can vote for a yearly promotion for effective communication.
“Effective communication is all about delivering the same message you send to the receiver. Now that seems as simple as simple can be, yet, it appears to be the hardest exercise around.”
Lack of effective communication destroys productivity and in most cases performance drops because of a lack of understanding regarding outcomes. Communication is an essential skill set for everyone, not just leaders. Therefore, everyone is impacted by poor or ineffective communication.
There are numerous things you can do to improve the effectiveness of your communication. One method is to take a proven workshop devoted to helping people improve their communication with others. This is our number one workshop because every group or team in a company can benefit from improved communication skills.
People skill is ALL ABOUT effective communication. Knowing your style, easily recognizing the style of others and flexing your messages so they understand – the first time – and effective communication is known as having great People Skills.
To learn more about improving your communication skills go to the website dedicated to Effective Communication for Results or the speaker site – ECRguy – to learn more about doing something effective during the month of June. Two workshops are available during the month of June. And, a private session can be held for your team – from executives to sales to customer service to R&D to finance to everyone. Communication is the greatest skill a person can possess.
Several years ago I learned an important point about one of the major causes of higher productivity and job performance. It is very simple, yet, seemingly difficult for many to master. Here is the key: Listen. Yes, listen to your staff and employees when they talk. Even encourage they to talk and share their opinions about important issues.
Here the explanation: Research regarding direct relationships between job performance and employee job satisfaction was performed by a group of researchers. They found that employees who felt that they could present their ideas to management without any negative consequences were more motivated to perform well for the company. Further examination of this concept found that even if no action was taken on an employee’s suggestions. comments or ideas – it did not matter – job satisfaction was higher.
So, the more employees and staff feel they can share their opinions, ideas, comments or suggestions with their managers, the higher their job satisfaction ranking. And, the research showed that the higher job satisfaction was the only direct relation to higher job performance. Higher wages or salary, working conditions, or benefits – did not have a direct relationship to job satisfaction and job performance.
Therefore, as a leader or manager of an organization, you must find the time to listen to your employees. Their ideas, comments, suggestions and opinions matter – particularly to job performance. If you are looking for higher job performance with an emotional buy-in factor – then listen more. Seek out comments and ideas. You will be surprised by the quality of the information provided as well as the higher effort from your team.
How offer are you hiring people without truly understanding the REQUIREMENTS for SUCCESS of job? The most common tool used in the hiring process is the job description followed closely by the Behavioral Interview Question sheet. Yet, do both of these tools have a direct connection to the actual job position?
My experience assisting clients in the hiring and selection process shows a lack of direct connection between the tools and the job. How can this be? Simple. The job description is based upon activities and task to be done according to some formula used by human resources and a department manager. Usually, outcomes and specific performance traits needed in the job are overlooked. Even the behavioral interview questions are based upon some universal “good” or common value system for the organization that again misses the target of the specific traits needed for a job to perform at high levels.
So how can this function be improved? Let the job talk using a “Job Performance Benchmark.” This type of benchmark will identify the traits necessary for success and pinpoints the priorities needed for high levels of performance. It even provides a list of behavioral based questions to ask candidates relative to these performance based elements of the job.
How simple can that be? Continue reading ‘Let the Job Talk in the Hiring Process’ »
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