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Each of us is different. We are not all motivated by the same thing. It’s a lesson that Aubrey Daniels consistently reinforces in Bringing Out the Best in People. It’s the reason managing people is so challenging. It requires thoughtful observation, persistent communication and enduring energy to discover and maintain relationships that support and encourage your people to be their best each day.
Topics: Bringing Out the Best In People, employee performance, positive reinforcement, human behavior
The behavior of people is the only way anything is accomplished in business. Organizational accomplishment is dependent on behavior. Improvements in quality, increases in productivity, or creativity are the result of asking people to change.
Topics: Bringing Out the Best In People, Employee Recognition, employee performance, positive reinforcement
Topics: Accountability, Strategic Discipline, whirlwind of business, employee performance, Business Dashboards, The Advantage, Alignment, Execution, 4 Disciplines of Execution, business clarity
Several nights ago I couldn’t sleep. I began to think about my life and reflected upon a period of time when I was extremely shallow, at least in my pursuit of a relationship. I’d been divorced for a couple of years, out of a relationship for a short time, and I began to focus on getting into a new relationship. However due to misplaced judgment and desire I concentrated on the physical part of the relationship.
Topics: Business Growth, Core Values, employee performance, Culture of Discipline, Business Culture
Many of our biggest issues in the workplace stem from a lack of appreciation of our fellow workers. Just this past week one of my clients faced a challenging dilemma. His team of support staff had put in an extraordinary amount of hours to reach a priority they’d set for the quarter. They’d truly knocked the goal out of the park on one of their priorities while reaching 94% (goal was 100%) on another timeline that required them to get information to their clients on another. The second priority wasn’t something that their customers were asking for however it was a benchmark everyone agreed upon to indicate their work was done without any loose ends.
Topics: Acute Myeloid Luekemia, employee performance, monthly meetings, positive reinforcement, How to Motivate Employees
Maybe it’s because my first measurement of my common sense came from a personality test designed to evaluate my sales capabilities and it exposed me as being naive. Naiveté is the exact description for what I had in their test. In the Objective Management Group of Sales Evaluations we use today (much more scientific) this measurement might have been classified as being too trusting of clients (believe prospects are honest) or not asking hard questions, which is a Hidden Weakness for Record Collection and Emotional Involvement.
Topics: Bringing Out the Best In People, employee performance, Aubrey Daniels, scientific knowledge, common sense
Recently I’ve had a lot to be thankful for (See Faith, Quantum Physics, and Stockdale Paradox and Lack of Discipline: Workaholism – Good News/Bad News). I confess that there have been more than I few moments when I’ve broken down in tears sitting with my family or my wife simply because it feels so good to be home, to be with them and to know that the cancer that had been constantly challenging me is in remission.
Topics: employee performance, Patrick Lencioni, Organizational Health, The Advantage, How to Motivate Employees, human behavior performance
It’s the oddest thing. I feel fine, even great most of the time, yet the doctors, the numbers my blood work provide, the mask I have to wear when I go outside or when I’m around people, all say I’m sick!
Topics: collective intelligence, Five Dysfunctions of a Team, employee performance, meeting rhythms, productivity, The Advantage
A recent meeting with one of my clients reminded me how one person with a bad attitude can hurt an organization.
If you don’t feel measuring employee engagement is important in your business please realize this. One person can dramatically affect the attitude of your people and undermine all the efforts you exert to improve morale and employee engagement.
My first full time job at a radio station in Fond du Lac, Wisconsin gives me personal knowledge of how one individual in the organization affected my energy, drive and faith in the organization I worked for. I was a full time sales rep, and Johnny Walker was our morning announcer. Since we lived close together and had recently been married we frequently got together after work and on the weekends to share beverages, dinner and other recreational activities. Invariably the discussion would turn to work. Johnny (not his real name) was ambitious. In fact he began to work part time in sales to earn more money before he eventually left the radio station.
Topics: employee engagement, employee performance, performance
Here’s what I’ve learned about the people that have been taking care of me. A nurse’s son got hit by a vehicle that didn’t have any insurance, totaling his car and delaying her arrival by 4 hours. He’d just gotten his first vehicle two weeks ago. Another’s wife works as a minister in a community several hours away and they see each other only on weekends. He loves to fish and is a very good cook. (His desserts are terrific!)
Topics: Accountability, Five Dysfunctions of a Team, employee performance, Patrick Lencioni
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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
