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Strategic Discipline Blog

Positive Reinforcement: 4 Steps to “Make Others Feel Important” (1&2)

Posted by Douglas A Wick on Mon, Jan 19, 2015

When I last addressed positive reinforcement and superior human relationships in To Improve Your Relationships Improve This in early December I promised to provide four steps to help make others feel important.  These are from my notes Brian Tracy’s “The Psychology of Achievement” taken many years ago. 

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Topics: Bringing Out the Best In People, Employee Recognition, employee performance, People, Aubrey Daniels, Multipliers, performance, First Break All the Rules, Psychology of Achievement

Another Look at Employee Performance Appraisals

Posted by Douglas A Wick on Mon, Sep 8, 2014

Ever since reading Bringing Out the Best in People by Aubrey Daniels I’ve been a big fan of his techniques for improving work performance.  A recent blog by Aubrey Daniels,  6 Things To Do Instead of Performance Appraisals, offers his insights why performance appraisals are a poor investment for improving business performance.

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Topics: employee engagement, employee performance, People, People Decisions, Aubrey Daniels, performance

Less is More: Sleep is for Failures and the 90% Rule

Posted by Douglas A Wick on Mon, Jul 28, 2014

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Topics: less is more, time management, performance, productivity

Time Management: Use It or Lose It

Posted by Douglas A Wick on Mon, Sep 23, 2013

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.  

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Topics: 10Xers, employee performance, time management, performance, Balance, The Power of Full Engagement, stress, Stengel 50

Time Management - Managing Energy Versus Managing Time

Posted by Douglas A Wick on Thu, Sep 19, 2013

"Time is more value than money. You can get more money, but you cannot get more time."

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Topics: priorities, time management, performance, precision and specificity

Performance Appraisals - Is the System Irrevocably Broken?

Posted by Douglas A Wick on Mon, Aug 26, 2013

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Topics: weekly meetings, employee performance, Aubrey Daniels, performance, daily huddle, system

Increase Your Team's Accountability

Posted by Douglas A Wick on Tue, Oct 30, 2012

Happy Halloween!   It’s one of my favorite holidays!  It reminds me of the responsibility parents face to ensure their children are safe and that in the face of receiving a deluge of candy they don’t get sick or over indulge in the very incentive the Halloween Holiday presents. 

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Topics: Accountability, weekly meetings, meeting rhythms, performance, productivity

Trust – Critical Element in Strategic Discipline

Posted by Douglas A Wick on Thu, Aug 30, 2012

Yesterday I re-entered the hospital.  It goes without saying that I must trust the doctors, nurses and health care for bone marrow transplant that is planned for me.

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Topics: Acute Myeloid Luekemia, Strategic Discipline, People, performance, Trusted Advisor

Measuring Results is Just the First Step in Pearson’s Law

Posted by Douglas A Wick on Tue, Jun 19, 2012

Last week I received a comment on my Pearson’s Law blog from Tomas, “Sounds simple yet very effective in any area where you want improvement.  I've been implementing this law for the last year and a half in many ways and I can say it works exceptionally well. Performance accelerates every time.”

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Topics: Strategic Discipline, leading indicators, Pearsons Law, performance

Is Employee Engagement Poisoning or Nurturing Performance?

Posted by Douglas A Wick on Sun, Apr 29, 2012

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.

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Topics: employee engagement, employee performance, performance

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The Strategic Discipline Blog focuses on midsize business owners with a ravenous appetite to improve his or her leadership skills and business results.

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