The articles in this section of the site are designed to help you think about, and build into your workplace organizational culture and change programs, high performance choices that inspire people to want to give of their best. Get these choices right and high performance MUST follow.
My hope is that, the information on the following pages, will inspire you to create a best place to work ... one where people enjoy turning up for work and are inspired by the work they do.
Within the categories listed below, there are resources, filled with tips, ideas and tools to help you grow your capability as an individual and as a leader.
A quick look at how an organization's culture comes about, and the elements that characterize a high performance culture.
You can use this 20 question survey to assess, if you find your workplace motivating, and/or you can invite the people in your team to take it and report back to you.
In this interview, Barbara Annis, one of the world's leading gender specialists, offers a fascinating and practical guide to how gender differences at work lead to misunderstandings. Use the information in this interview to positively impact your bottom-line.
Can you motivate someone to be fully engaged, passionate and inspired by the work you have to offer them?
Workplace motivation comes down to two things: Inspiration and Desperation. Understanding what gets your people out of bed in the morning could be the key to inspiring high performance
Desperation certainly gets people out of bed in the morning. Here's what you can do to tap into what motivates employees to perform at their best
Many people find themselves trapped in careers and jobs that don't enable them to be free-flowing, natural, effortless. Here are some tips on how to inspire people who might not be feeling so motivated.
You have a vast range of choices, as to how you can inspire and motivate your team. These are the Top 5 techniques to use if you want to create a high performance workplace
Motivating others isn't that hard. Everyone wants to know that they make a difference. Take a look at how I might inspire a Pizza delivery driver, so they see how their work aligns with the organizational goals and mission.
Quick 15 questions to see if you have set up the conditions in your workplace that help keep people motivated
10 tips to foster and maintain positive attitudes in the workplace. Done well you can reduce turnover, employee complaints and make your team a place that people look forward to being a part of
Tips on how to identify if you have high, medium or low morale in your workplace ... without using mood surveys.
Helping people to understand the 'because' behind the work they do is critical to creating an engaging workplace and engaged team members.
Most reward and recognition programs interfere with high performance, in this article we look at the thinking and the principles involved in designing employee rewards.
Following on from the first article on rewarding employees, in this article we look at the top 8 things to watch out for when putting your rewards program together. Make sure you don't de-motivate!
Having a fun workplace is a great way to keep people motivated. But what to do when humor is out of place? (Make sure you watch the video - it's funny!)
A workplace humor quiz to assess just how much fun and engagement there is at your workplace
Discover the signs of a toxic workplace
Buy this book just for the bibliography! Seriously - it is filled with tips and techniques any leader can use to help create a high performance workplace
Poor organization design stops many organizations from achieving high performance. Of this you can be sure ... every day you, as a leader, are making organizational design choices
In this article we have an overview of the 3 most important principles to be understood when redesigning an organization. And we look at the teams you should have involved in the process.
Following on from the first article on organization redesign, here we look at the elements involved when redesigning an organization for high performance.
Poorly used your teams mission, vision and values statements, will create deep cynicism throughout your organization, wisely used they ...
The purpose of your vision statement is to stretch boundaries and comfort zones and enable the people within the organization to have a sense of what could be ...
Developing a team mission statement is not an exact science. You are simply fleshing out the distinctive competencies and primary reason for existence of ...
The shape of any organization is determined by the values held by the leaders with decision-making authority. People do not learn how to act by the organizational values that are written on cards and brochures ...
Developing guiding principles for your organization is important to ensure the long-term protection of your culture. When you understand the importance of them you'll make sure that short-term, expedient decisions don't have long-term impact.
Articulate your Values then identify the irrational rules and restrictions that are holding your people back from performing. Principles help guide you in making decisions that are aligned with your goals.
Take this quiz to see if you can identify the difference between principles and policies.
Finding rules too restrictive and principles too airy-fairy? Then you need to create some team norms. Norms can help your team to focus on performing rather than conflicting
Here are the four elements you want to make sure you cover off as you manage any change (big or small)
There are two things you must do before you begin changing any workplace culture. Make sure you get these done at the 110% level.
Use these tips for managing resistance to change. Identifying the key stakeholders and having a plan to influence them according to the degree of sway they hold over others is essential.
Any time you implement change in the workplace you are going to have deal with emotions. Use these tips to safely navigate that minefield. This is part one of a two part articles.
Part two of the article on dealing with people's emotions. People's emotions are one of the biggest barriers to organizational change.
To get people excited to be a part of change you need to fine-tune your skills at story-telling!
Download this ebook to get great detail on how to get people to be inspired to be part of change. Use the tools and techniques I've personally used and shared with my coaching clients to help make introducing change easier.
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