On vacation last week my family and I visited the Naval Air Museum in Pensacola. The Blue Angels perform a practice session every Tuesday and Wednesday at the airfield. If you’ve never seen the Blue Angels perform I highly recommend it.
I’d seen them perform before when I was very young. My father was a pilot. He would take us to many air shows and I’d seen the Blue Angels as a child, although I don’t recall being as impressed or amazed at their precision and discipline as I was this time. The show brought back memories of my dad, and made me realize the discipline lessons he taught me just by his piloting the small Cessna 172 airplane he owned.
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Topics:
Discipline,
employee performance,
routine
Positive reinforcement creates the highest value in the work place. Why? Because positive reinforcement generates more behavior than is minimally required. It’s called discretionary effort. This discretionary effort is the only way your organization can maximize performance.
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Topics:
employee performance,
positive reinforcement
Are you one of those people who says, “Whenever I hear “discipline,” I tune out—the last thing I want is bureaucracy mucking up my entrepreneurial business.” How will Strategic Discipline improve performance without crushing creativity?
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Topics:
Discipline,
Bringing Out the Best In People,
employee performance,
measurement,
The Compound Effect
I confess. I cannot walk by a dandelion without have the obsessive compulsion to grab my gardening tool and dig it out.
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Topics:
employee engagement,
employee performance,
priorities,
Business Dashboards
We’ve all met people who bring their enthusiasm and passion to work with them. Greg McKeown who co authored the book Multipliers with Liz Wiseman is one of those people. It reminded me of the significant difference that we need to be aware of in our organizations: are our people fueled with enthusiasm and passion for what it is your business does for your customers? A good question to develop a subsequent blog around.
Greg’s passion surrounds his pursuit of a question that’s driven him even before writing and contributing to Multipliers, “How can we access more of the intelligence and capability already inherent in people everywhere?”
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Topics:
Accountability,
employee performance,
manager,
Multipliers
If your business and specifically your people are producing the wrong outcomes it’s very important that you understand this. Every company is getting the performance it should be because it’s reinforcing that performance with what it is currently doing. If you’re not happy with what you’re getting you need to put consequences in place that stop these outcomes and then put new consequences in place to positively reinforce the new outcome you want. The bad news is you’re reinforcing the wrong things or you wouldn’t be getting that performance. The good news is you can change it with some diligence.
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Topics:
Bringing Out the Best In People,
employee performance,
Aubrey Daniels,
positive reinforcement
Employee Engagement is a critical factor in getting maximum performance. I’ve pointed to this before and the work Gallup has down developing their Q12 [12 questions from the book First Break All the Rules that gauge engagement in the workforce] and how Best Buy uses these questions for their Core Score. You can read more on how just a 2% increase in employee engagement at Best Buy resulted in an additional $70 million in profitability here.
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Topics:
employee performance,
productivity,
stress,
Key Metrics
Have you ever found that when you go on vacation you come up with great ideas for your business? Seemingly impossible challenges suddenly become simply resolvable when you are away from work? It’s not surprising. Michael Gelb, Author of “How to Think Like Leonardo da Vinci” wrote, “Where are you when you get your best ideas? Almost no one claims to get their best ideas at work.”
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Topics:
employee performance,
time management,
human behavior,
The Power of Full Engagement,
use of energy
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