|
According to the Power of Full Engagement two behaviors dramatically increase the likelihood of successfully locking in new rituals in the typical thirty to sixty day acquisition time period. They call these behaviors Basic Training and they are very similar to the process we ask our Gazelles Clients to follow for developing Strategic Discipline.
Topics: Strategic Discipline, employee performance, meeting rhythms, time management, The Power of Full Engagement
Think of something as simple as brushing your teeth. It is not something that you ordinarily have to remind yourself to do, is it?
Topics: employee performance, precision and specificity, The Power of Full Engagement, Strategic Statement of Values
Let's start by reinforcing an important principle: Will and discipline are far more limited and precious resources than we realize. They must be called upon very selectively.
Topics: employee performance, Execution, The Power of Full Engagement, human behavior performance, Discretionary Effort
Life can be filled with paradoxes. Many times what we find to be challenging, difficult or extremely stressful can provide us with exactly the understanding and training we need in the future.
Topics: employee performance, time management, The Power of Full Engagement
Overuse. In the Power of Full Engagement the authors use an example of a sprinter versus a long distance runner. The picture here suggests the contrast of someone who is constantly overusing their energy resources versus the person who recovers after short sprints. Underuse could dramatically show someone who is obese, fails to exercise at all. Yet the important thing to recognize is the critical balance we must make in using our energy and not using it.
Topics: 10Xers, employee performance, time management, performance, Balance, The Power of Full Engagement, stress, Stengel 50
As a leader the biggest kick I received was seeing my people succeed. Years ago while still in the broadcasting field I attended an industry conference in Dallas. There a former sales person approached me and fawned over the training and experience she’d gained working for me. She was now a radio station general manager and doing extremely well for a sizeable radio station group in Minnesota. I was overwhelmed. I had no idea how well she had done, nor would she attribute much of her success to my contribution.
Topics: employee engagement, Accountability, weekly meetings, employee performance, Business Dashboards, Build Business Dashboard, productivity
Topics: weekly meetings, employee performance, Aubrey Daniels, performance, daily huddle, system
In Bringing out the Best In People, Aubrey Daniels points out that the greatest issue with managers is not that they don’t understand the need for reinforcement and recognition, they simply don’t understand the amount of reinforcement required to create peak performance and a high performance organization.
Topics: Employee Recognition, employee performance, Aubrey Daniels, positive reinforcement
Not so long ago there was an emphasis on leadership to, “manage by wandering around.” Tom Peters In Search of Excellence brought this principal into focus, although its origins supposedly stem back to executives at Hewlett Packard.
Topics: employee performance, Aubrey Daniels, positive reinforcement, Discretionary Effort
FIND OUT CLICK HERE TO TAKE THE FOUR DECISIONS NEEDS ASSESSMENT
(IT'S ABSOLUTELY FREE!) 
.jpeg?width=150&height=135&name=Hand%20with%20marker%20writing%20the%20question%20Whats%20Next_%20(1).jpeg "Schedule a meeting")
Doug Wick, President
Positioning Systems
The Strategic Discipline Blog focuses on midsize business owners with a ravenous appetite to improve his or her leadership skills and business results.
Our 3 disciplines include:
- Priorities
- Metrics
- Meeting Rhythms
