Tag: Performance Management

Brad And Steve On How To Elevate Your Game

by Bright Osadiaye, posted in Improve Academy, Innovation Management, Management, Personal Development, Workplace Learning

If you want to improve your life, you must first improve your performance.

The question is, according to Brad and Steve, ‘Is healthy, sustainable peak performance possible? If so, how? What’s the secret? What, if any, are the principles underlying great performance? How can people like us- which is to say, just about anyone-adopt them?’

‘The brightest minds spend their time either pursuing their activity with ferocious intensity, or engaging in complete restoration and recovery.’

What are you doing to get better? If you are doing something, then ask yourself, ‘Is it the right thing for this moment?

‘It isn’t experience that sets top performers apart but the amount of deliberate practice they put in. Practice doesn’t make perfect. Perfect practice makes perfect.’

Be intentional about your practice. If your practice is not right, do not expect to get better.

‘The way we think about the world has a profound effect on what we do in it.’

‘By pushing us toward just- manageable challenges and enhancing how we’ll respond to them, the right mindset opens up the possibility for growth to occur.’

Growth happens when you open up your mind to receive it. Because you will never receive what you are not expecting.

‘If we never take ‘easy’ periods, we are never able to go full throttle and the ‘hard’ periods end up being not that hard at all.’

‘Hard work only becomes smart and sustainable work when it’s supported by rest.’

‘It is hard to do your best thinking when your mind isn’t at peace.’

‘The things we work amidst become expansions of the self, things the mind can use to create harmony in experience.’

‘Is healthy, sustainable peak performance possible?

Source:

Brad Stulberg & Steve Magness (2017). Peak Performance: Elevate Your Game, Avoid Burnout, and Thrive with The New Science of Success

How To Empower Your Employees

by Bright Osadiaye, posted in Leadership
Photo by fauxels on Pexels.com

‘You need to communicate your strategy to employees. Employees and management should feel comfortable having open conversations about compensations. Transparency from leadership … is key to supporting better employee experience and job satisfaction.‘- Doug Dennerline and Jamie Aitken

‘Frequent, relevant feedback coupled with personal recognition has the power to transform employee performance and culture. Recognition promotes teamwork, collaboration, and cultural values- and you can amplify that impact by making appreciation visible company-wide.’- doug dennerline and jamie aitken

‘One of the best ways to ensure you’re enabling performance is to use an enterprise software program that increases engagement, is lightweight, and allows for bidirectional feedback between employees and managers.’- doug dennerline and jamie aitken

‘The best way to get performance management … systems to work is to create a culture where honest feedback can be given in a safe environment where employees won’t feel threatened.’- doug dennerline and jamie aitken

‘The greatest leaders enables others to disrupt the status quo and facilitate growth, innovation, and change.’- doug dennerline and jamie aitken

‘Employees want to know that managers and coworkers have their back and can support them in accomplishing their work. Above all, employees want to see how their contributions matter.’- doug dennerline and jamie aitken

‘Creating a culture of feedback starts at the top. If the leaders in the company aren’t willing to accept feedback, own their mistakes, and be transparent about their own and the company’s goals, how then can they expect their employees to do so.’- doug dennerline and jamie aitken

‘What people want most from their leadership are assurance, trust, teamwork, and a shared sense of purpose.’– doug dennerline and jamie aitken

‘When goals are rigid and don’t reflect changing work circumastances, employees feel trapped, and goals are viewed as meaningless.’- doug dennerline and jamie aitken

‘Don’t wait for the annual performance review to evaluate and let go of poor performers.’– doug dennerline and jamie aitken

‘Organizations and their leaders should worry less about compliance, ranking, and reviews and more about the big picture, creating a culture of coaching and feedback that empowers employees to use their skills and talents to support the company’s goals while also achieving their own.‘- doug dennerline and jamie aitken