We Expose the Silent Killer of Performance & Growth
that Haunts Virtually Every Business
…and reveal exactly how to eliminate it!
Leadership & Performance Articles
Overcoming the Fear of Failure (Part 1 of 3)
Fear of failure stops many people from living the life they really want to live, and becoming the person they’d like to be. They fear the emotional pain that they have chosen to associate with failure. This is sad on so many fronts, but let’s not dwell there. Instead let’s jump straight into the first part of overcoming this challenge (which is what most people are really interested in). When most people work to deal with the ‘fear of failure’, they focus on the...
Imagination – The Most Powerful Creative Force on the Planet
Human imagination is the most powerful creative force on the planet. Without it, mankind would still be living in caves. (Don’t get me wrong. We’d still have cell phones, but think how bad the coverage would be!) Remember when we were all kids? (And if you weren’t ever a kid personally, think of someone you know who was…) Back then anything was possible. We weren’t going to have just one swimming pool, we were going to have two – one at our house and one at...
The Law of the Lid: Our Leadership Ability Determines Our Personal Effectiveness
Why is developing our leadership ability so important? Because it controls our level of personal success. Talent alone doesn’t make us successful. Formal education, nor experience, define our success. It’s our leadership ability that is the catalyst that transforms talent into results; human potential into performance. The McDonalds brothers had two successful restaurants and made ‘all the money they needed’, by creating a highly efficient operating system and...
Key Roles…Really
There is certainly a lot of talk out there in talent management regarding key roles and matching key talent to those roles. Unfortunately, there is very little valuable information to help companies do a good job of describing and identifying those few critical or key roles. Key roles, for the purpose of talent management, are those few roles that, when staffed correctly, significantly increase the overall performance of the business. Therefore, roles need to be...
Thinking, for a Change…
Many of you have heard me say, “Our thinking drives our behavior, which determines our results.” (Don’t make me say it again!) Yet, how often do we think about it in our daily lives? Are we consciously directing our thoughts throughout the day? If not, then we’re living on auto-pilot, doing what we’ve always done, because that’s what we’ve programmed ourselves to do. And, of course, we know where that leaves us. Right where we are, with the same results we’ve always...
SMAART or SMARRT is more smart than SMART
[Read as a limerick] SMAART or SMARRT is more smart than SMART, But even that is only grammar. So know each part and take it to heart, And performance will be much more ah grander. The SMART acronym has been promoted as a quality measure for the structure of personal performance goals. While there are different versions of it, this acronym most often represents – Specific, Measurable, Actionable, Realistic, and Time-bound. But using these, or any of the several...
Establishing Personal Objectives (in Performance Management):
Critical Insight: Clearly define the objective of the performance management activity. The desired outcome for the company, or the business objective of performance management, is to: a) clearly define the desired business results – the most important work to be done and its related outcomes – for each employee, and b) actively manage – monitor and enhance – the achievement of those results, within company cultural expectations or norms defined by the corporate...
Challenges of Leading from the Middle of the Organization
As top leaders we often expect the people on our leadership team to see the world the same way we do. But that is rarely, if ever, an accurate assumption (or maybe better stated ‘hope’). Leaders in the middle of an organization – those not the top leader, or the front line employees – have a unique situation. To lead them most effectively, we need to view the organization from their perspective. This article will present just three of the (many) unique challenges...
