Tag: Performance

Alan Stein Jr. And Jon Sternfeld On How To Raise Your Game

by Bright Osadiaye, posted in Health & Well-Being, Leadership, Management, Motivational Quotes, Personal Development
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‘If you don’t know who you are and what you do, nothing else you know or learn will matter.’

‘Avoid the arrogance that blinds you to areas in which you need to improve.’

‘No one makes it by coasting on talent; skill alone rarely gets the job done.’

‘Care about the result so much that you are willing to do what it takes to get there.’

Knock out distractions. Consider how to spend your time wisely and effectively. Be ruthless in trimming the ‘fat’ from your day.’

‘Never quickly judge who or what is worth paying attention to. Be open.’

‘Don’t be a jerk, but make sure your confidence comes through in how you talk and do your work.’

‘Don’t forget the importance of selling your vision, inspiring and convincing other committed people to get on board.’

‘Don’t treat others the way you want to be treated. Treat others the way they want to be treated.’

‘Set goals that are both realistic and just out of reach- belief will help you cross the divide.’

‘Begin with fulfilling your current role. Do what your team needs you to do, not what you want to do, what you feel like doing, or what is convenient for you.’

‘If possible, spend extra time earning an expanded or new role.’

‘Don’t forget that communication is about TRUST.’

Source

Alan Stein Jr. and Jon Sternfeld (2019). Raise Your Game: High-Performance Secrets from the Best of the Best

How Great Leaders Empower Employees

by Bright Osadiaye, posted in BriSights, Leadership, Management, Personal Development, Workplace Learning
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‘Good leaders hear the needs of their employees, great leaders actively listen and care.’

‘Feedback conversations don’t have to occur in an annual review and don’t have to happen constantly. They have to happen in a collaborative and relevant way so that it matches both the work and career goals.’

‘Putting a sound strategy in place doesn’t do much if you’re not following up with with a targeted action plan.’

‘Don’t wait for the annual performance review to evaluate and let go of poor performers.’

‘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.’

‘Performance enablement is a new and far better path toward organizational effectiveness and employee satisfaction than old-fashioned performance management.’

‘Employee goals should be agile and tied to the company’s top-level goals and should cover personal development and help employees strive to do more with their careers.’

‘A plan that suits your organization can open the eyes of everyone, from the newest hire to the executive, to how they can secure more effective training, how the company can reenvision its goals, and essentially how the individual and the institution can serve one another more effectively.’

‘The key to effective use of a people development plan is communication. Maximize effective interactions between managers and employees, and ensure that executives are accessible to all.’

‘Offering feedback in the flow of work helps you address behaviors in real time. Employee will make a better connection between what you’re telling them and how they can improve moving forward.’

‘The greatest leaders enable others to disrupt the status quo and facilitate growth, innovation, and change.’

Source

Doug Dennerline, Jamie Aitken (2023). Make Work Better: Revolutionizing How Great Bosses Lead, Give Feedback, and Empower Employees