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Rituals: The Fabric of a High-performing Team
As illustrated in my book, Passionate Performance, our rituals create the fabric of our culture, and they are critical for defining connections within our teams. Once we establish deeply ingrained team rituals, we view them as “the way we do things around here.” We can create rituals around recognition, performance, accomplishments, service, learning, etc. Whatever form the ritual takes, it creates connections. Effective rituals connect our team members to each other and to the leader. Select rituals that fit your style and the chemistry of your team. It has to feel comfortable and natural to be effective.

Other performance accomplishments Related Articles

Do You Know and Plan For The 3Rs for Your Business
Everyone is familiar with the 3-R’s from school – reading, ‘riting and ‘rithmetic. This was our first introduction to an effective performance model. As proficiency increased in each R, performance was further enhanced. Effective performance models by their very design are a continuum that automatically raises performance to the next level.

Performance Coaching
Performance and performance development have to be measured in the consequences or the value to be expected alone. Value means, however, more than performance. Value is rather the result of the operational activity, added value for it so.

Managing Employees Performance
Measuring employee performance has come a long way from the annual performance appraisal to an on-going performance management process. In the past, managers and employees met once a year for the annual performance appraisal (review) to look back at the work done during the previous year and to evaluate what was accomplished. Human resources managers, managers/ supervisors and employees have come to realize that only looking back does little to improve performance. In recent years, there has been a shift away from performance appraisals to a more comprehensive approach called performance management.

Designing A Performance Management System
The design of a performance management system requires you to think about the features that would make performance management effective in your workplace. The goal is to design a performance management process that provides an accurate picture of each employee's accomplishments.

The Gateway to Success: How Omidyar Became an Overnight Billionaire
“When you look at the accomplishments of accomplished people and you say, ‘Boy, that must have been really hard,’…that was probably hard,” says Omidyar. “And conversely, when you look at something that looks easy, that was probably hard. And so you’re never going to know which is which until you actually go out and do it.” Whether Omidyar’s accomplishments look easy or not, they are undoubtedly significant, having not only revolutionized the way people do business, but making a multi-billion dollar fortune along the way. How did he do it?
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.
Empowering Sales Beliefs
The sales results you create are based on your performance. Performance has many components for example, our activities and abilities that are typically where many organisations focus on. Yet beneath the surface, our beliefs about ourselves, our customers, our job, can either help or hinder our performance.

Rituals: The Fabric of a High-performing Team
As illustrated in my book, Passionate Performance, our rituals create the fabric of our culture, and they are critical for defining connections within our teams. Once we establish deeply ingrained team rituals, we view them as “the way we do things around here.” We can create rituals around recognition, performance, accomplishments, service, learning, etc. Whatever form the ritual takes, it creates connections. Effective rituals connect our team members to each other and to the leader. Select rituals that fit your style and the chemistry of your team. It has to feel comfortable and natural to be effective.

Marketing Yourself is a Core Competency
When we use the term “marketing”, most people think of products, services and commodities. How about ourselves – marketing our talents, accomplishments and value – inside our organizations as well as outside within our profession, industry and community. Are we comfortable talking about ourselves in this way? More importantly, are we prepared to talk about ourselves in this way – packaging our talents and accomplishments – showcasing them and presenting our value internally within our organizations and externally within our chosen fields & communities?

Standardizing Performance Reviews
Completing performance reviews on a regular basis is essential for maintaining motivation, assessing department capabilities, and managing your staff effectively. Managers who do not complete performance reviews or deal with performance issues reduce employee morale, decrease credibility of management, diminish organizational effectiveness, and contribute to increased costs for resources. Use Demand Metric’s downloadable Performance Review Template to help you standardize your employee performance review process.
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