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Master Your Game: Foundation of High Performance Teams - Part 1
This is the third article in the series on High Performance Teams. Now that you've conducted your self-assessment, here are some suggestions for increasing the effectiveness of your teams. The first three category areas are discussed here. The last four categories will be covered in the next Master Your Game.
Master Your Game: Foundation of High Performance Teams - Part 2
This is the fourth article in the series on High Performance Teams. Now that you've conducted your self-assessment, here are some suggestions for increasing the effectiveness of your teams. The first three category areas were discussed last month. The last four categories are covered here.
Master Your Game: High Performance Teams Self-Assessment
Last month, I talked about the difference between groups and teams. (See September newsletter.) I also discussed the many benefits of teams. For another important reason for improving your teams, look no further than the bottom line. When a team does not perform its task, the opportunity costs are great. Poor team results, missed deadlines, members not committed to the outcome, stress and frustration, unproductive hours - these are some consequences of poor-performing teams. How much are these worth to you? The good news is, with professional coaching, it is possible to convert your groups into teams. Furthermore, you can boost your team's level of performance from good to great. High performance teams mean mutual commitment that leads to innovative outcomes and measurable positive results.
Master Your Game: Providing Effective Feedback
Great managers understand the value of providing feedback and its impact on high performance. Feedback is any communication that gives your employees information about how you perceive them and their behaviour. This article will assist you to recognize barriers that might be preventing you from providing feedback. You will also learn guidelines for providing quality feedback to support those around you to take their performance to the next level.

Master Your Game: High Performance Teams
Many organizations talk about teams and teamwork but few really know how nor take the time to build teams. This article is the first in a series about teamwork. It explains the difference between a group and a team and outlines how dynamic teams lead to future success and growth.

Career Success and Problem Solving
Outstanding performance is very important to career and life success. It's at the heart of the five success elements. No one can be successful without being a highly competent, outstanding performer. The incompetents and poor performers get identified and asked to leave or are placed in marginal positions pretty quickly. You have to identify the problems and obstacles to becoming an outstanding performer that you face before you can take action and deal with them. Don't call your problems "opportunities" or your obstacles "challenges". Call them what they are, and then get on with fixing your problems and overcoming your obstacles.
Successful People Know How to Manage the Stress in Their Lives
Successful people are high performers. High performers maintain a reasonable level of health and fitness. They manage their stress. Here are a few simple steps you can take daily to increase your health and fitness and manage your daily dose of stress. Snack on healthy foods when you begin to feel a little slow and low. Take a few minutes in the afternoon to breathe deeply and relax. Move around -- don't spend all day every day in front of your computer. Exercise as often as possible. Get the same amount of sleep every night. If you follow these simple, common sense pieces of advice, you'll be able to prevent a lot of stress related illnesses.
Be a Better Leader Now
Here are leadership lessons that anybody can apply, either for leadership of self, or leading an organization large or small. As you read this be prepared to ask yourself and act on how you can apply these lessons to be a high performance leader.

The Impact of Culture by Choice, Not Chance!
You have a business culture. It simply exists. The question is, are you happy with the results your culture's achieving? If the answer's no, you have an opportunity! You can CREATE Culture actively and choicefully. Read more to find out how. This article was first published in 2009 in Food & Drink Magazine.
The Power of Full Engagement
We live in digital time. Our pace is rushed, rapid fire, and relentless. We cram as much as possible into every day. Time management is no longer a viable solution. Managing energy, not time, is the key to enduring high performance, as well as to health, happiness and life balance.
Permission to Succeed
Our people know how to 'maintain' but are often never taught to win. Create maximum performance by creating an environment whereby high performance is the standard
The Hidden Advantage - Powerful keys to significantly improving business performance
This article offers leaders and managers the possibility of achieving significantly improved business performance from relatively minor outlays by applying innovative concepts and powerful, proven tools and approaches to maximise their current investment in their people.

High Performance
After recently discussing with a client their high performance model, I realised that it may not actually be one!

The Vehicle Of Your Soul
I love the clients I work with. They are so committed to making a difference in the world. Many of them are like high performance racing cars. They speed around the track of life at breath-taking speeds. Unfortunately, many of them have refused to make a pit stop or take a break between races and their bodies, the vehicles of their soul, show sign of severe wear and tear, physically, mentally, emotionally and spiritually. Just like it's necessary to take our cars into the shop for servicing, it's important that we stop driving ourselves with our to-do lists long enough to reflect on old habits and attitudes that can rob us of our joy and can lead to serious breakdowns.
To Grow Your Business Requires Closing the Gap Between Sales and Customer Service
For many businesses, there is a distinct line between sales and customer service. To ensure that the sales process is executed without problems, separate departments have evolved addressing what are perceived to be sales issues and customer service issues. Yet is this really effective given the research about customer turnover, the time to earn a signed commitment and how quickly sales leads become cold?
Start Managing Using Your Sales Team’s Talents & Stop Focusing on Their Weaknesses
From you role in sales management, do you manage from a perspective focusing on existing talents or from a weakness one? If you truthfully answered from a more negative than positive focus, then can you answer this question?: Why do winning teams win because of their strengths or their weaknesses? Now is the team to change your management style especially if you wish to increase sales and have a high performance sales team.
Forward Planning
Planning for success in 2011
Structure For Success
Success in business comes through leadership and the right structure.
What should I look for when I hire a salesperson?
Over the years, I have personally hired and developed many talented salespeople across multiple industries, and for me it's always about finding and developing salespeople who possess the 6P's for Sales Success:

Team Dysfunction? Perhaps, the Prescription is a PEP Pill!
If as a Team Manager or Human Resource Director, you find yourself shaking your head and saying "Why can't they all just get along?" Your Team might just need to take the PEP Pill! No fear, we're not talking about a "Red Bull Power Drink" for teams, rather a simple but effective employee education program developed by the Now to WOW! Faculty which fosters inter-department understanding, communications and improved customer service performance.
Setting the Compass for Peak Performance
The first in a series of articles to lay a path for the reader toward peak performance, the right stuff, in the right amount at the right time. The aim is to provide a simple yet powerful recipe to engage a focused individual into a journey to the top of his or her game.
Whole-Life Symmetry™: When Work-Life Balance Doesn't Work
We can try to be balanced—spending equal, predetermined amounts of time in each area of life—but still burn out if we have missed doing the right kinds of things at the right times. We don’t need balance; we need symmetry. In a symmetrical life, no component is more or less important than it should be, there is a correct proportion of the moving parts, and there is harmony.
Increase Sales By Being One of the Few and Not One of the Many
Do you truly want to increase sales? Many say they want to achieve their sales targets, but the evidence is contrary to their actual behaviors. Learn how a recent challenge demonstrates how few truly want sales success.
For Poor Results, Work Like Crazy
Here’s a really unintelligent idea: Work like crazy without a break for thirty to forty years so you can do . . . nothing for the next thirty to forty years. An effective time manager knows the importance of grouping similar activities together in one block of time—but this tip should be applied to days or weeks, not to forty-year spans. This article will discuss whole-life symmetry and why it's better than working like crazy and more effective than "work-life balance".

Engaging Your Employees During Difficult Economic Times
Tips for keeping your employees engaged when times are tough.
How to Give a Guarantee That Attracts New Business... and Doesn't Put You at Risk.
I was working with my client David (not his real name) - the principal of a sports psychology business - to review their marketing program. I asked David "Do you offer a guarantee?" David thought for a moment and then replied, "No... We can't really give a guarantee." >> Do you think the same thing about your business? Read on to find out how to give a guarantee that attracts new business and doesn’t put you at risk.

What does leadership mean today?
THis article outlines the shift that has taken place in leadership theory and practice today. It describes the six new leadership challenges: vision, empowerment, inspiration,challenge, collaboration, recognition and modelling. It describes effective personal leadership and concludes with a seven step process and work sheet for leadership development.
The Corporate Training Challenge
- Published in CONCHIUS Newsletter 1 March, 2011. There are three fundamental demands on all corporate training and corporate education programs to create high performance in the workplace. The three training demands describe the purpose of all corporate training and directly influence all training design. Corporate trainers need to know and always strive to meet these demands.
Out Thoughts Control our Destiny
Our thoughts determine our actions, our moods, our self-image, how we present ourselves to others and even the words we speak. The simplest and quickest way to change our situation in life is simply to change the way we think. In short, our thoughts determine our destiny. You are today where your thoughts have brought you and you will be tomorrow where your thoughts take you. If you want to improve your life, grow your business and generate more sales, you gotta think like a winner.
Are you ready for the Self Managing Salesman?
What would it be like to have a group of self motivated, self managed Salespeople on your team. How to get and keep the focus on the pure pleasure of meeting and delivering to challenges with people who are 'wired' that way. Not only is it possible, in many cases it is necessary. Here's what it can be like and a little bit about how to get there!
The Central Mindset of High Performing Leaders
What do effective leaders actually do to create sustained high performance? This article captures research and the stark realisation that you don't have to be a 'charismatic hero'!
High Performance Sales Leadership
In sales, whether to lead or not to lead that is the question (all apologies to Shakespeare here). Or to put it another way, whether to lead or to manage in order to drive the required business results. There is no simple right answer to this apparently simple question.
Customizing Your Product Offering for the Global Market
Once you’ve decided on a target market for exporting your product, you need to think about what changes you may need to make to your product for it to be successful in an international market.

Coaching the Sales Person
What is coaching and why should you develop the skill? COACHING is a face to face exercise to help you analyse and improve the performance of the sales person
Now is the only time that matters
There is no doubt in my mind that if we pay undue attention to our past or our future, we severely inhibit our performance in the present. In my observation the people who consistently perform at high levels at those folk who are experts at focusing in the now. Elite athletes describe this as being in the zone. Wayne Dyer stated the obvious when he said “you can’t change the past.”, yet for many of us the past has a hold over us. We can’t do much about the future either, expect to be ready for it.
Positivity and High Performance - Characteristics of High-Performing Business Teams
Enlightened leaders over the past two years became aware of the need for resilience, and restructuring their organizations for a period of survival and stabilization.

Reasons for iPad Application development for doctors
Medical applications are enjoying an important place in Doctors’ iPad. Here is a list of reasons attached with iPad application development 4especially for Doctors. These make doctors more efficient in their work.
Developing Winners
Our position is this: Profits and growth are about performance and performance is about people. Therefore, invest in people. Invest in people because this is potentially a highly leveraged investment.
The Leader as Coach: Creating High Performance in Change
Leaders have never been more critical to an organization’s performance than they are today. Continuous turbulent change makes leadership a more demanding role than ever before. We look to our leaders for not only laying out the path into the future but also to engage, inspire and motivate others to join eagerly in the journey. What’s more, we want our leaders to be trustworthy, modeling the kind of character we expect in someone we willingly follow. This is the route to high performance and many of the old rules no longer apply. This article looks at a new leadership style – the Leader Coach© – that is particularly suited to what’s required in leaders now. To lead as a coach today means new skills and approaches – read on to get started!
So Whats Your Strategy
When a serious attempt is made to transform any organization, the return on investment in the building and linking of strategies to accomplish the mission and vision of the organization will be substantial. Strategic thinking and planning will allow the organization to both sustain itself and grow. Strategy is where the rubber meets the road. Great strategies begin with solid leadership!
4 Killer Tips for Building Effective Teams
People in every workplace talk about building the team, working as a team, and my team, but few understand how to create the experience of team work or how to develop an effective team. This article will help you do exactly that.

Other high performance Related Articles

Managing Performance: How To Conduct A Performance Review Right
One of the most common questions we get asked is: "We need to do annual performance reviews. Do you have a performance review form that we could use?" While admirable that the need to conduct a performance review is recognized, the purpose is often lost in the frenzy of filling out forms, setting up meetings with employees, and sitting through awkward, contrived discussions with them about their performance. The performance review is about managing and improving performance. It should be a motivating, inspiring process conducted not just once a year, but on a regular basis. In this article, we'll discuss how to effectively manage performance and provide tips for how and when to conduct a proper performance review.
Finding the Flow
Racing cars has long been a passion of mine. I love high-performance cars like I love high performance people – riding the edge, where life is focused, energized and precise. Over the years, I’ve realized that days at the race track can be perfect opportunities to discover fundamental rules of high personal performance, in any realm. A few months back, I had a really rough day on the track. I was fighting the car and making a lot of mistakes. Instead of feeling inspired and skilled, I went home tired and frustrated. What was going on? Had I lost my passion? Was it time to get my thrills another way? I gave it serious consideration, feeling a lot like my clients who had lost the passion for their business.

Building better performance expectations
Ask yourself: on a scale of 1-10, 10 being high, how effective are the staff in the business? Chances are you will offer a number between 6 and 7. If extra effort is put in by the leadership that can be lifted to perhaps 7.5 maybe as high as 8 for short periods, then when the extra effort stops, as it must, performance slides back to where it was that is about 6.5. Our research states that 65% is about as good as you will get with the current set of performance and HR tools; to achieve consistently better staff performance, without extraordinary leadership efforts requires much better thinking about how staff are supported to be successful and perform as well as they are able.

Executive Coaching
Stakeholders – be they senior executives, junior staff or even external to the organisation - are increasingly recognising that appropriate coaching programs will lead to greater performance and contribution from the person being coached. An interesting trend is that whereas in the past, coaching programs were designed to assist coachees address sub-standard performance, current approaches are more likely to focus on helping high potential executives realise even greater levels of achievement and performance.
Permission to Succeed
Our people know how to 'maintain' but are often never taught to win. Create maximum performance by creating an environment whereby high performance is the standard
High-Level Decision Makers
HLDM. What is it? A new drug to counteract high cholesterol? The latest high definition, plasma TV technology? Not at all. HLDM stands for High-Level Decision Makers. And contacting HLDMs can improve sales performance probably more than any another selling tactic.
Creating an effective sales performance management system
Following on from last week’s article about managing and measuring the right things in sales, I thought it would be worth looking at some of the key principles for effective sales performance management systems. The first place to start is to align your sales performance management system and subsequent key measures to your organisation’s strategy and goals. It’s then the job of the CEO and the Sales Leader to ensure the organisation (that means everyone else who supports the sales effort) is aligned to the sales performance management system. When this dimension is in place the organisation is best placed to sustain high sales performance.
Oscar-Winning INTERVIEWING Performances Are On The Rise!
The goal is to hire high performers...right? How do you do it? How do you tell the real high performers from the applicants who are merely pretending to be the high performer? Both may interview well. In fact, the impostor just may be more prepared and actually impress you more. If you have been fooled before, what makes you think you won't be fooled again especially if you are interviewing applicants exactly how you have interviewed them in the past. This article will provide valuable insight as well as interviewing tips of how to see through an applicant's Oscar-winning performance.
Creating Emotionally Intelligent Teams
Teams are the most common business unit for high performance. Although the word gets used loosely and not always appropriately, there is universal acceptance that teams create opportunities for high performance results. A team's performance includes both individual results and collective work products, yielding sums greater than its parts. True teamwork promotes individual and collective performance. Effective teams value listening and communicating, sharing work responsibilities, provide support and can make work more social and enjoyable. Members are supportive of one another and recognize the interests and achievements of each other. When they are working the way they should, they are incredibly effective in achieving high performance results.
Change Checkpoints and Improvement Milestones
Many paths lead to higher performance. The high performance route is individual and unique for every person, team, and organization. There is no one or best way. What works for me, or anyone else, may not work for you. We can't follow someone else's path. We need to blaze our own trail.
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