A quick look at how an organization's culture comes about, and the elements that characterize a high performance culture

Use this survey to assess if YOU find your workplace motivating. Invite people in your team to take it, then share your findings with them.

Can you motivate someone to be fully engaged, passionate and inspired by the work you have to offer them? You might be surprised!

Understanding what gets people out of bed in the morning could be the key to inspiring high performance

Helping people identify what energizes them, will get them to work with a spring in their step.

Many people feel trapped in their job. Here's how to inspire people who might not be feeling so motivated.

Take a look at how I might inspire a Pizza delivery driver. It's easier than you think!

These are the Top 5 techniques to use if you want to create a high-performance workplace

Quick 15 questions to see if you have set up the conditions that help keep people motivated

10 tips to foster positive attitudes so you reduce turnover, complaints and make your team one people love!

Tips identifying morale in your workplace: without using mood surveys. And how to improve low morale.

Helping your team to understand their 'because' is critical to engaging team members.

Here are the top 8 things to watch out for when putting your rewards program together. Make sure you don't de-motivate!

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

Here's why humor is important to performance and what to do when the humor becomes inappropriate.

Use this quiz to assess just how much fun and engagement there is at your workplace. Do you need to lighten up or tighten up?

Discover the signs of a toxic workplace. Make sure you aren't the leader who is causing toxicity in your environment.

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Poor design stops many organizations from achieving high-performance. Of this you can be sure: every day you are making organizational design choices

Here's an overview of three crucial principles to be used when redesigning an organization. And we look at the teams you should involve 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 are transformational

The purpose of your vision statement is to stretch boundaries and comfort zones. To 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 directed by the values USED by leaders with decision-making authority.

Ensure the long-term protection of your culture by using principles to guide decisions-making.

Identify the irrational rules and restrictions that are holding your people back from performing.

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.

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Access this training to go in-depth 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.

There are four elements you want to make sure you cover before you begin to manage any change (big or small) in your organization

There are two things you must do before you begin changing any workplace culture. Make sure you get these done very, very well!

Use these tips to manage resistance to change. Identifying key stakeholders and having a plan to influence 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.

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! A compelling vision is the key.