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performance change Tagged Articles



Performance coaching in the workplace
To create lasting performance change it is necessary to first understand the positive and negative influence that a person's personal behaviors has on their execution and what impact these have on their ability to achieve success. Only when we fully understand a person's behavioral patterns and create positive self-managing coaching strategies can we assist a person to create lasting performance change.
You can’t improve salespeople without improving sales management first
I am constantly appalled at the lack of effective sales management in companies these days. Not a week goes by in which I don't see a company make the mistake of focusing exclusively on salespeople in trying to improve sales performance. Experience has shown that sales managers are even more critical than sales people for creating durable performance change

Other performance change Related Articles

Ten Strategic Actions To Improve Sales Staff Productivity
How effective is your sales staff? Are they a high performance team, a mediocre performance team or a woefully “underachieving” and blatantly poor performance team? If you have mediocre, underachieving or poor sales people, what are you doing to change that? If your sales staff is not effective, not performing to its potential and is in need of improved performance, Your Strategic Thinking Business Coach offers ten (10) strategic actions to take to change that.

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.
The Dance of Mind: The Key to Superior Performance
If you've ever tried to kick a habit or change self-defeating behaviours, you know that there is nothing more challenging that changing human behaviour. But behaviours are the effect of some cause. If we change the cause, what is behind the scenes leading to certain behaviours, the behaviours change naturally. The key to superior performance is behind the scenes in the mind. Learn about how your mind works as a system and how you can change that system to achieve happiness and success.
You can’t improve salespeople without improving sales management first
I am constantly appalled at the lack of effective sales management in companies these days. Not a week goes by in which I don't see a company make the mistake of focusing exclusively on salespeople in trying to improve sales performance. Experience has shown that sales managers are even more critical than sales people for creating durable performance change
Managing the Likeable But Poor Performer
Telling the truth can be difficult but it does have its rewards. Ideally, the primary objective of a performance improvement / disciplinary conversation is to gain the employee's agreement to change behavior and return to fully acceptable performance.
Performance coaching in the workplace
To create lasting performance change it is necessary to first understand the positive and negative influence that a person's personal behaviors has on their execution and what impact these have on their ability to achieve success. Only when we fully understand a person's behavioral patterns and create positive self-managing coaching strategies can we assist a person to create lasting performance change.
Third Generation Leadership and inappropriate behaviour
By focusing on my performance and explaining difficulties I may be having in reaching my performance goals the emphasis moves away from how “the other” should change to how “the other” can help me achieve whatever it is I am supposed to achieve. I can use a Third Generation Leadership approach in my interaction with him or her or “them”. Now it is an easy step for me to set out what support I need or would like from “the other” in order for me to perform.
Performance Transition & Transformation
Making a 'step change' in performance requires an understanding of what the steps are - and knowing where you are on the 'ladder'. This article explains the basic concepts that should allow organisational leaders to work through the process of defining the steps, their position ... and steps required to make a real performance transition or transformation.
Trust Measurement: How to Measure Smarter
Trust is an attribute, a value and a character trait that is very much on every leader's mind. We are seeing more and more programs which focus on building and maintaining trust. Leaders want to be sure that they are getting value for money and therefore look at measures which can report the ROI. Sometimes, though, this focus on immediate or even medium term ROI misses the deeper meaning behind these kinds of efforts. When you are changing attitudes and behaviours, you are working at a deep level of change. You have to look at different performance metrics which don't focus on quantitative results but can look at the deeper layers of change. Dr. Dean Spitzer is my performance guru and has written a useful guide on Transformational Performance Measurement
Sales Leaders Need A Sales Process!
The next time you are ready to point the finger at your sales team and externalize why something can't get done, look at yourself first. Ask yourself if your own skill set and management processes are at the level they need to be to maximize sales team performance. Often we need to change and develop first, before we can expect others to change and produce for us.
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