Performance
December 9, 2019
There are a number of goal setting practices. SMART published in 1981 is still used today. Defining Specific, Measurable, Attainable, Realistic and Time-Bound aspects of the goal is still a popular model. SMART, as well as other goal-setting models use information to develop a clear statement of intention. These models often fail because they don’t answer “why.” Knowing why makes it emotional, it ties to who we are and want to be. It’s been determined that people have a trait to be either approach-motivated or avoidance-motivated. People who are approach-motivated may exercise to be fit; while those avoidance-motivated may exercise […]
November 11, 2019
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
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
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 […]