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Increasing Productivity by Influencing Mood
Happiness is not always the goal. Moods can be influenced by body language, tone of voice, and room setting.
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Unleashing the Potential of your People: Inspire Hope not Fear
Fear makes us concentrate on survival and security, not engagement and innovation. Inspire hope, instead.
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Performance Management: Three Areas of Focus
In order for performance reviews to be relevant, they have to focus on the right areas.
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Managing Peformance
Performance management is not about new and different but about what drives success in the organization year to year.
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Mindsets Matter
Performance equals potential minus interfering mindsets. Scientists said a 4-minute mile was impossible, but when Roger Bannister did it 17 others followed within 18 months. Scott Keller gives examples of mindsets in the workplace that interfere with performance.
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Setting the Consequences of Performance
The consequences of performance in sports are easy to see. The consequences of high and low performance in business should also be known. Some organizations are comfortable in the mediocre middle where it’s safe. He wants to be in a company that aspires to greatness.
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Mindsets and Performance
To change performance you must change mindsets. They explained how individual roles relate to other roles, and introduced training that includes an accreditation system and an academy that provides on-demand training identified on individual “passports to success.”
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How Mindsets Are Fostered
Companies with a fixed mindset foster a culture where employees fear failure. Companies that nurture employees promote growth mindsets. Praising results backfires; that encourages a fixed mindset. Praise the effort, instead. That encourages a growth mindset.
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How to Develop a Growth Mindset
Some companies teach a growth mindset in classes. You can think of how you became good at something, or how people you know succeeded. The company can recognize and praise process, reward effort more than results, and value risk-taking and teamwork.
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Persevere And Achieve The Unexpected
Amelia Fawcett shows how you can get a team to accomplish extraordinary things by encouraging out-of-the-box thinking and sticking with it.
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Who Does What by When
Letting your team know who is responsible for what and by when gives your team confidence and the ability to collaborate on the vision.
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Simplification as a Habit
Maintaining focus on essential, high-value tasks requires making simplification not an event but a habit.
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Delivering Results While Developing People
Meetings provide a forum not only for sharing information but also for developing talent.
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Learning to Provide Amazingly Powerful and Balanced Feedback
Apply specific-negative (corrective) feedback only after you have given specific-positive feedback.
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Closing Gaps to Execution
First, decide what you really want, not just a wish list. Second, tell people what to achieve and why, with what resources, but not how. Then ask them explain it back, in twice the time you explained it. Third, give them space and support to adapt to the unexpected.
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Performance Reviews That Feel Good
Research has demonstrated that employees are more motivated to improve their performance if they are compared with their past own performance instead of with other employees. Both the reviewer and the employee feel good about these reviews.
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How Individuals Can Contribute To Growth
Andrew Ray brings company growth down to an individual level and highlights how each person can contribute to overall progress.
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Keys to Performance Management
Performance management starts by setting goals that are connected clearly to the organization’s key priorities.
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Performance Management: Be Clear on the Goals
Traditional performance management spends a little time defining goals at the beginning of the year, and a great deal of time at the end of the year evaluating performance. That’s too late. Reverse the effort.
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Managing People: It Isn't About You
Managing is not about getting people to do what you want. It’s about making people winners and accomplishing your goals in the process.
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Managing Performance: Three Areas of Focus
Jason Jeffay details three areas of focus for managing performance.
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Unlocking a Team Member's Potential
If you want to unlock all of an employee's potential, you have to ask the right questions.
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Partner with Employees to Improve Poor Performance
Managers need to partner with employees having performance issues in order for the situation to improve.
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Alignment Depends on Behaviors
Getting everyone moving in the same direction starts with values and culture.
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Accountability Raises Employee Performance
Help employees bring their best performances through accountability.
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Understanding Individual Contributions to Organizational Goals
It’s important that people understand their contribution to the goals of the organization—the “key results.”