Strategic Discipline Blog

At the close of Monday’s blog, “Can Routines Really Set You Free?” I promised to discuss a myth that Aubrey Daniels addresses in Bringing Out the Best in People.

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Topics: Acute Myeloid Luekemia, Bringing Out the Best In People, employee engagement, employee performance, People, Aubrey Daniels

Last night my sleep pattern was severely disrupted.  About 10:30 PM the nurses discovered I was running a slight fever.  Immediately they jumped into action.  On the Leukemia ward of the hospital anyone suffering from a fever is handled seriously. 

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Topics: Accountability, employee performance, leading indicators, metrics, key performance indicators, performance

Imagine the people who worked around you were responsible for your life.  Living or dying literally could be in their hands and their ability to concentrate and remain focused on the right things might make that type of difference?

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Topics: Accountability, employee performance, People, Topgrading

In your business do you place the highest priority on measuring performance and productivity?  Sales revenue, units sold, profit margin, efficiency standards.  Are these gold standard in your business?

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Topics: Net Promoter Score, employee engagement, Core Values, employee performance, Core Purpose

Here’s my problem. I’d like to give you as much as I can in small doses the impact ideas you can apply and learn from the Fortune Growth Summit in Phoenix.  On my flight back Friday I scanned my notes (reviewing increases retention).   As I poured through the pages I attached sticky notes to each segment I felt was worth a blog topic or idea.  It required 49 post it’s!   Not all of these teach a lesson on Strategic Discipline (What my marketing people demand I stick to in my blogs).  Yet all have valuable lessons for your business – anyone of which could provide you with a breakthrough.  With that in mind I plan to select the best ideas from the 49 topics I identified and deliver them to you in the days and weeks ahead.  Still I thought you might like a quick overview of the speakers and a little on each of their specific topics. 

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Topics: employee performance, metrics, Growth Summit

Usually during tough times managers get tough.  They succumb to the pressure and use more punishment and negative reinforcement.   Why is this a recipe for disaster? If both positive and negative reinforcement get results why should we care? 

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Topics: Employee Feedback, employee performance, positive reinforcement, negative reinforcement

Where does positive reinforcement need to start in your organization?

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Topics: employee performance, positive reinforcement, Rockefeller Habits Checklist

We’ve looked at the importance and frequency of positive reinforcement in previous blogs, How the Best Managers and Leaders Deliver Positive Reinforcement and Employee Feedback – The Need for Frequent Positive Reinforcement. Employee Feedback falls into Strategic Discipline's fundamental practices for effective meeting rhythms.  When we address customer and employee feedback in workshops and with our clients, frequently there’s confusion and misunderstanding about what this means.  It’s often because companies have their rhythms with regard to employees and staff and forget how critical their happiness and engagement can impact the bottom line growth of their business.

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Topics: Employee Feedback, employee performance, positive reinforcement, metrics, productivity

How often do you need to reinforce?  Dawn of Impatience shares Aubrey Daniel’s Bringing Out the Best In People’s view why since 1984 the influence and commitment to positive reinforcement has steadily increased.

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Topics: Employee Feedback, weekly meetings, employee performance, positive reinforcement

Small things add up.  When it comes to producing results from positive reinforcement a small difference influences results dramatically.  Most effective leaders, managers, and supervisors do not necessarily reinforce more often than ineffective ones.  It’s the detail of what they focus on that makes them better.  Discipline to this detail compounds over time.  It delivers steady pressure on the fly wheel which Jim Collins notes distinguishes the Good to Great companies.  Eventually it provides the impetus to breakthrough.  There is no miracle moment.  Breakthrough only comes through daily discipline of doing the right things right. 

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Topics: Employee Feedback, Bringing Out the Best In People, employee performance, Aubrey Daniels, positive reinforcement