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EXPLORING POTENTIAL
There is no knowing what the limits of human potential are, but we are certain that most of us are not living up to our potential. One person’s potential may differ from another’s, so the possibilities for each of us vary – but whatever the possibilities are, many of us are functioning below our potential.
Job Stress What Can You Do Part II
Today’s workforce faces a multitude of pressures: deadlines, office politics, nonproductive meetings, conflict, job ambiguity, miscommunication, increased workload, inadequate resources, customer complaints and long hours. . . to name just a few. On-the-job stress can be quite costly, too, because it often results in increased absenteeism, reduced efficiency, low morale, reduced effectiveness, and high staff turnover. This is the second of a two part series on dealing with work-related stress…

Other performance level 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.

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.

Ten Tips on How To Gain Outstanding Performance From Your Team Through Coaching and Mentoring
Are you witnessing outstanding performances by your employees? If not, are you providing some feedback to your employees as to their level of performance and your satisfaction with their performance? Are you doing any coaching or mentoring with your employees? Let's presume that many of you are not providing feedback, coaching and/or mentoring of any kind or are doing so at a level that is not producing positive results. You need to institute some form of an ongoing program to monitor, mentor and coach your staff on a regular basis if you want to have outstanding performance. The age-old argument that there is not enough time to mentor and coach and give feedback is dysfunctional and not acceptable. Here are 10 tips from your strategic thinking business coach to help you use coaching & mentoring to gain outstanding performance.
MFI Performance in Countries Visited: A Few Numbers
Before reviewing the performance of MFIs in MicroStart, it is useful to consider what minimum level of performance would justify the expenditures MicroStart is making.

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.
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.

Achieve Greater Success Through Three Key Areas Of Performance
Do you want to be happier and more satisfied in your roles, business or personal? If you manage people, do you want them to be more effective and achieve higher performance? Learn how to apply three key areas of human performance to get you or your people to the next level.

Why Rewards Cause Problems #4: Rewards Ignore Reasons
Rewards administered with a heavy hand can feel punitive because they do not take into account the reasons why performance is at a particular level. This often occurs in Performance Management circles where the remuneration is locked in to a particular level. The attached article looks into this aspect of giving rewards.
Upgrading Performance Closes More Sales: Lessons learned from 14 year old hockey players
Performing at your highest level is difficult to do over and over again. It’s not your talent that fluctuates. You may alter and upgrade your game plan and knowledge level, but at the end of the day true high-level performance seems to be driven by something other than talent alone. I believe winning at the highest level, closing the biggest or the most sales, is based on the energy you bring – with all other factors being reasonably similar.

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
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