Performance

November 11, 2019

Get Out of the Way and Lead

Most leaders have been thinking for others for decades; knowing what is best; leading and directing others. That is what leaders do.  Recent neuroscience wants to rock that boat.  A new set of leadership skills includes giving people mental space to think for themselves and helping people simplify their thinking. Leaders can start noticing the qualities of others’ thinking and help them make their own connections. That is not to say leaders can’t establish goals and boundaries. It does say leaders must allow people to come up with their solutions rather than provide advice. An exercise in David Rock’s book, […]
August 26, 2019

Feedback Sucks

The sympathetic nervous system lights up in response to negative feedback. This is the “fight or flight” system.  The brain is focused only on survival when it’s activated. “Focusing people on their shortcomings doesn’t enable learning. It impairs it.” according to researcher, psychology and business professor Richard Boyatzis. A recent article by Marcus Buckingham and Ashley Goodall in Harvard Business Review stated we rely on three theories to improve performance in others. Each is flawed. The source of truth; that I am more aware of your weaknesses than you are; the process of learning, is like filling up an empty […]
July 23, 2019

Prove Training Works

Training Magazine, the Association for Talent Development and many others have conducted studies to evaluate the return on investment (ROI) of training. As a result, we learned instructor-led classroom training is the most used and is the second most effective method despite all the advancements in training technology and the use of social media. Coaching and mentoring are the most effective methods of training. Two lessons learned; it takes people to effectively train people and face-to-face is best. The General Counsel Roundtable found each dollar spent on compliance saves, on average $5.21 in avoidance of legal liabilities, harm to the […]
May 28, 2019

Select a Natural

Employers would be wise to stop promoting individuals as a reward for performance in a different role. Choose supervisors based on their talent to communicate well and ability to develop others.  Natural supervisors want to be open and are approachable. Good supervisors establish priorities and goals. Good supervisors focus on others’ strengths. Great supervisors improve the level of trust in the workplace. Gallup’s four-decade research of 27 million employees identified five talents great managers possess. “They motivate their employees, assert themselves to overcome obstacles, create a culture of accountability, build trusting relationships and make informed, unbiased decisions for the good […]