Posts Tagged ‘performance management’

Give your staff a “second paycheck”

So many of us find ourselves explaining to others why we work in the nonprofit sector. There’s a higher purpose that gets us out of bed every morning and keeps us at the desk well after five. So you can imagine my curiosity when I read James Robbins’ chapter on giving your staff a “second paycheck” in his book, Nine Minutes on Monday: The Quick and Easy Way to Go from Manager to Leader herunterladen.

Robbins’ model “is founded on nine key questions to ask yourself each Monday morning during your leadership planning time. Each question is tied to one of the nine drivers of employee engagement and will help you create small actionable goals that will inspire and motivate your staff.”

In my CausePlanet interview with Robbins, I asked him about “minute four” and the most important minute out of the total nine minutes he recommends each Monday prospekt herunterladen.

CP: In minute four, you talk about giving your staff a “second paycheck” and the positive results of connecting people with purpose. Could you give our readers an example of connecting someone to purpose?

JR: I was recently doing a Nine Minutes workshop for a boutique men’s clothing store wie kann ich google chrome herunterladen. I was asking them to brainstorm for a moment on the question, “Whom do we serve?” When I asked for their answers, one salesman said the word, “clients.” While this is true, there is no compelling purpose here. Then one of the salespeople told a story about how he had recently sold a new suit to a man who had to deliver a eulogy at his father’s funeral. The salesman made a follow-up call to see how the funeral had gone zlm schadeformulier downloaden. The man responded by saying it went well and the new suit had made him feel confident and he was grateful for that. This is a great story because it gives the client a face and shows how selling a suit can help someone feel confident at his father’s funeral. There is power in this story but only if the rest of the staff hears this. I encouraged them to pass along stories like these to help employees connect purpose to pay youtube video herunterladen macbook. So stories are one of the most powerful ways to help people connect to purpose. Find great stories about how what you do makes a difference and then find appropriate ways to get them passed on to your staff.

CP: If there could be only one minute on Monday dedicated to this topic, which one would you choose as most important for managers herunterladen?

JR: That’s a tough question. If I could only pick one, it would be minute nine: the need for a model to follow. Our examples as leaders do more to dictate our success than anything else microsoft internet explorer 11 kostenlos downloaden. If we truly want people to follow us, engage their talents and work with all their heart, then we have to be exemplary leaders. I’m not talking about management ability here either. This goes beyond the role and extends to who you are as a person: how you treat people, how hard you work, whether or not you take responsibility for your mistakes, humility and courage pokemon bilder kostenlos downloaden. Like it or not, there is a certain morality attached to leadership and we have to be that part. A leader’s example always has been and always will be paramount when it comes to him/her cultivating a following. The next most important minute is number one: caring for your people.

Consider minute nine, are you creating a model to follow herunterladen? How do you demonstrate humility, responsibility, a strong work ethic?

CausePlanet members: Don’t forget to register for our next live author interview with Tom Wolff, who trains and consults in collaborative solutions. We’ll discuss the essential principles he explores in his book The Power of Collaborative Solutions: Six Principles and Effective Tools for Building Healthy Communities on Thursday, August 22 at 11 a.m musik zum herunterladen legal. CST.

See also:

The Happiness Advantage: The Seven Principles of Positive Psychology that Fuel Success and Performance at Work

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Does your staff recognition come from the outside or inside?

“Picking up a management book that does not include a chapter on recognition and appreciation is like picking up Mother Teresa’s diary and not finding the word ‘prayer,’” says author James Robbins.

I’m sure there was a time during your childhood when you may have received a piece of candy in recognition for a job well done or reward for good behavior design pro kostenlos download. Once you had eaten the candy, the feeling of accomplishment was quickly forgotten.

In contrast, I’m confident you can remember a time when a parent, coach or teacher told you something positive or specific about how you completed a project, acted like a team player or performed in class. The same holds true for us as adults in the workplace. James Robbins discusses these two types of recognition in his book, and we asked him about it in our interview, highlighting Nine Minutes on Monday: The Quick and Easy Way to Go from Manager to Leader herunterladen.

Robbins’ model “is founded on nine key questions to ask yourself each Monday morning during your leadership planning time. Each question is tied to one of the nine drivers of employee engagement and will help you create small actionable goals that will inspire and motivate your staff.”

CP: You discuss the difference between recognition and reward and why the latter isn’t as effective chrome installationsdatei herunterladen. Could you talk a little about the philosophy behind this fact?

JR: There has been some fascinating research in the last few decades about the power of intrinsic motivation versus motivation that is extrinsic or comes from the outside. When people are intrinsically motivated they are more engaged in what they are doing herunterladen. They will also be more creative and persist longer with a problem. But when rewards are introduced from the outside, especially in the form of cash or prizes, they can almost have a dampening effect on the future motivation with the same task. Not only that, they set up a dangerous cycle of people expecting more of the same. Recognition, on the other hand, is more about helping people feel valued, and one of the best ways to do that is through simple words bundesliga manager professional herunterladen. In the book I cover an easy formula called The Recognition Codes to help people string together simple recognition statements that can be used with their employees, which literally take a few seconds.

CP: If there could be only one minute on Monday dedicated to this topic, which one would you choose as most important for managers skype videokonferenz herunterladen?

JR: That’s a tough question. If I could only pick one, it would be minute nine: the need for a model to follow. Our examples as leaders do more to dictate our success than anything else Play for free download minecraft. If we truly want people to follow us, engage their talents and work with all their heart, then we have to be exemplary leaders. I’m not talking about management ability here either. This goes beyond the role and extends to who you are as a person: how you treat people, how hard you work, whether or not you take responsibility for your mistakes, humility and courage ratatouille film herunterladen. Like it or not, there is a certain morality attached to leadership and we have to be that part. A leader’s example always has been and always will be paramount when it comes to him/her cultivating a following. The next most important minute is number one: caring for your people.

Are you rewarding your staff with specific comments that demonstrate how much you value them herunterladen? Furthermore, do you model leadership for your staff? Consider Robbins’ second answer in this interview and how he describes good modeling behavior.

CausePlanet members: Don’t forget to register for our next live author interview with Tom Wolff, who trains and consults in collaborative solutions. We’ll discuss the essential principles he explores in his book The Power of Collaborative Solutions: Six Principles and Effective Tools for Building Healthy Communities on Thursday, August 22 at 11 a.m herunterladen. CST.

See also:

The Happiness Advantage: The Seven Principles of Positive Psychology that Fuel Success and Performance at Work

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Robbins emphasizes awareness and consistency in management

“Great leadership is actually the little things done consistently,” says bestselling author James Robbins in our CausePlanet interview follow tv now.

I first saw Robbins’ Nine Minutes on Monday when I read the Top 10 business books of the year in The Globe and Mail news dresses make people listenbook for free mp3. The title of this number-one ranked book resonated with me because we all want to make the most of our time or even kid ourselves that we can beat the clock herunterladen. Though, I should remind you to consider the source of this blog. Our tagline at CausePlanet is, after all, “where nonprofit leaders get smarter faster.” So when a book title mirrors my obsession with maximizing time, I can’t help but read it.

Author James Robbins delivers on his title promise: Nine Minutes on Monday: The Quick and Easy Way to Go from Manager to Leader. Throughout the course of this book, you will “learn a simple system to help you bring out the best in your employees, enabling them to produce results without adding hours of tasks to your plate.

Robbins’ model “is founded on nine key questions to ask yourself each Monday morning during your leadership planning time. Each question is tied to one of the nine drivers of employee engagement and will help you create small actionable goals that will inspire and motivate your staff.”

I asked Robbins in our CausePlanet interview about the differences readers experience after absorbing his principles as well as what readers will be most surprised to discover:

CausePlanet: Hi, James. I really enjoyed reading your book. I took a lot of notes in the margins and your book is already showing wear and tear after one reading! When someone applies the principles you discuss in your book, how would you describe the macro differences they’ll experience in their own behavior as managers?

Robbins: The biggest change they will notice is an increase in their awareness. I call awareness the quintessential skill of managers. If you have a clear picture of what is going on around you, nine times out of ten you will know what to do. Our problem as managers is that we get so busy with and focused on all the little tasks and details that we forget to lift our heads up and see what’s going on around us. Nine Minutes on Monday helps managers create the habit of awareness.

CausePlanet: What will our readers be most surprised to discover in your Nine-Minute process for Mondays?

Robbins: Readers will be most surprised by the simplicity of the concepts. Often when I speak, someone will tell me she has heard all this before. Knowledge is usually not our problem, but rather it’s a lack of execution regarding the basics that is. Great leadership is actually the little things done consistently. Nine Minutes helps you by creating new habits without adding a lot of extra time and tasks to your already-full plate.

How often are you tending to your leadership responsibilities? How do you maintain consistency?

CausePlanet members: Don’t forget to register for our next live author interview with Tom Wolff, who trains and consults in collaborative solutions. We’ll discuss the essential principles he explores in his book The Power of Collaborative Solutions: Six Principles and Effective Tools for Building Healthy.

See also:

The Happiness Advantage: The Seven Principles of Positive Psychology that Fuel Success and Performance at Work

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Three ways to a better culture & bottom line (Audio)

Unengaged employees cost time and money herunterladen. So why do we have molasses-like reflexes when it comes to cultivating a positive culture in the organizations we lead?

Billions of dollars are lost every year by corporations through turnover as well as legitimate and non-legitimate sick days writing program for free without registration. Tens of thousands are lost in productivity and outcomes within a single position if it turns over or if the employee is unengaged in your nonprofit.

Michael Stallard, author of Fired Up or Burned Out, says there are many easy ways you can cultivate what he calls a “connection culture” in your workplace office professional plus 2019 herunterladen. CausePlanet hosted a live interview with Stallard last week and one of the questions from the attendees generated a response that centered on three steps toward a great culture (podcast) wie kann ich von soundcloud downloaden.

CausePlanet members: You can play back the full interview with Stallard if you missed the live session last week warzone herunterladen ps4. Don’t forget to register for our next interview with William Mott, author of The Board Game: A Story of Hope and Inspiration for CEOs and Governing Boards gta herunterladen dauer.

Not a member yet? Find out more about how you can download this book summary and other titles as well as attend or play back regular live author interviews herunterladen.

by Denise McMahan

See also:

Links provided by Stallard during the interview:

Stallard mentioned in the interview: www.epluribuspartners.com, www.michaelleestallard.com, Indiana University Center of Philanthropy studies that assert donors stop giving due to a lack of connections: “Indiana Gives 2008” and “The Local Connection” in “Coming to the Table,” “Great Leaders Connect” (article about Admiral Clark), and the National Geographic video on stress entitled “Stress: Portrait of a Killer.”

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Create happiness in your organization through failure, change and culture

Meet with funders, manage staff, create strong, connected relationships with board members and now you want me to embrace happiness at work? Yes, because we have it backwards. According to Shawn Achor, author of The Happiness Advantage: The Seven Principles of Positive Psychology that Fuel Success and Performance at Work, happiness is the precursor to success and essential to productivity soundcloud liederen handy.

This is contrary to conventional thinking, but Achor’s extensive research has proven it to be true under no uncertain terms. It is too difficult for unhappy employees to find motivation within themselves that doesn’t exist. So, who has greater potential for the happiness advantage than the nonprofit sector? We are under-resourced and overextended yet have the constant presence of a higher calling from which we can draw happiness ikea family karte herunterladen.

Developing happiness at work

The CausePlanet team invited me to weigh in on the Page to Practicebook summary of Achor’s book, which gives some compelling rationale and practices for developing the ability to be happy. The author provides data supporting ways individuals can acquire happiness at work. Individuals taking on these habits is part of the equation, while the other part involves workplaces creating happiness practices truck simulator pc kostenlos vollversion. As Shawn Achor suggests, organizations have a role to play, especially human resource departments and managers.

Since the early 1990s research and writing on positive psychology has emerged. The idea behind this theory is that like leadership, happiness can be developed. Nonprofit organizations, even as overtaxed as the industry is, can implement approaches that help develop organizational happiness phoenix mediatheken kostenlos.

Learning from failures and risk taking

One of the practices suggested by Achor is to learn from failures. Human resource practices that encourage risk taking are key to not only endorsing failures, but also reinforcing good things can come from them. In one nonprofit organization, clients served were also those who received government funding youtube downloader chrome kostenlos. One day a compassionate receptionist suggested maybe some clients could afford to pay some amount, and the organization should strive to increase the client base. There was hesitation among the board and senior leadership that perhaps there weren’t enough staff and other resources to accommodate this idea, but a pilot plan was implemented and now the organization is funded with private pay clients who contribute 30% of the revenue generated netzwerk scanner kostenlos. See an excellent related article featuring Jason Saul on tapping often undiscovered donors called “Point of Impact” by Paul Lagasse in Advancing Philanthropy. Also see the Page to Practicebook summary of Saul’s book The End of Fundraising: Raise More Money by Selling your Impact adobe flash player download kostenlos deutsch windows 7. Organizations that have some methods to encourage ideas and processes for implementing those ideas support the movement toward happiness by giving employees the chance to create and strive.

Change management

Change management is another area human resources can tap to create an environment of happiness free youtube converter. Change management involves creating communication systems that explain the reasons for change as well as recognizing change affects employees in very different ways. Employee sessions to discuss the change and the expected benefits of change can help staff feel more in control of their tasks. Achor suggests creative recognition approaches are part of the happiness culture whatsapp bilder nachträglich herunterladen. One nonprofit organization built in milestones on a large technology conversion. Those milestones meant taking the time to stop and communicate where in the conversion process they were and to give recognition to the staff member who had adapted the new technology in the most creative way.

Culture

Human resources is usually the gatekeeper of culture team app. Creating culture that encourages happiness practices can be found in the many nonprofits that are actively supporting wellness programs. One nonprofit committed to a Wednesday walk that invited everyone to walk, rain or shine, a couple of miles at lunch. Over the last several years, the walk has become a tradition among staff and a casual forum for bouncing ideas off colleagues or talking about issues outside the confines of the work walls. Another organization has a certified yoga teacher on staff. That staff member leads her coworkers in twice-weekly yoga classes.

Shawn Achor suggests we don’t become happy when we are successful, but happiness is the step toward success. Likewise, none of these suggested human resource activities are end goals: they’re just stops along the way to celebrate our work and the contributions those in the sector make each day.

See also:

Fired Up or Burned Out

Nonprofit Organizational Culture Guide

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Performance management: Slow drip trumps the fire hydrant

You all know how it feels to have someone in your personal life tell you about a conflict they’ve been harboring long after it’s happened movavi herunterladen. You feel ambushed. More importantly, you feel powerless to correct events from the distant past, where any amount of explanation feels like a Herculean effort herunterladen.

The same can be said of annual performance reviews, if they exist in isolation of any other strategic feedback and coaching expectations or formal reward and recognition processes eurowings ticket herunterladen. If the annual review is your only plan for recognizing or coaching your employees, then authors Eric Mosley and Derek Irvine would like to intervene. In their book, Winning with a Culture of Recognition, the authors weave in what they call MYTH BUSTERS to address common misunderstandings about recognition in the workplace.

Here is Mosley and Irvine’s MYTH BUSTER about performance appraisals:

The annual or biannual performance appraisal process is not the most effective means of conveying praise or constructive feedback to employees due to several limitations, not the least of which are:

1. Because of their infrequency, appraisals are usually a source of anxiety for both the appraiser and the employee.
2. Standard appraisals primarily offer the viewpoint of one person with no real benchmark beyond the immediate team.
3. Appraisals give an imprecise picture of performance.

Strategic recognition dramatically enhances the performance of employees by encouraging peers and managers to frequently and in a timely way acknowledge efforts and achievements that demonstrate the company values and contribute to company objectives. It is critical that the recognition come as soon as possible after the effort or achievement being awarded.

These “recognition assessments” and kudos then can be used during the annual performance review as additional data on an employee’s strengths (John has been recognized repeatedly for innovation) and even weaknesses (but John has been recognized only once for teamwork) and to identify potential areas of improvement. This presents a much more rounded view of an employee’s contributions, some of which may not have been seen directly by the employee’s manager. Moreover, since such a strategic recognition program is deployed company-wide, data can be gathered and used to benchmark and individual’s performance and demonstration of values in their work against direct peers, team members, the division, and even the company as a whole.

Once a year, once a month, or once a week. Which do you think is going to have a greater impact on your daily behavior?

Choose the “slow drip” recognition versus the once-a-year “fire hydrant” of feedback. The consistent, steady strategy recommended by the authors strengthens your annual review with anecdotal and quantitative information about the employee, thus diminishing the need to couch potential surprises. If given the chance, you’ll find that most employees correct their performance behavior long before the annual review and your bottom line will be better for it. Either way, you’ll have the data you need to act on your annual evaluation rather than ramping up to prove your case after the review.

See also:

This blog excerpts a Page to Practice™ book summary from CausePlanet. Learn more about our summary library for subscribers or summary store for single titles.

Winning with a Culture of Recognition

Fired Up or Burned Out

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Consensus among the ranks

One of the fascinating aspects of publishing CausePlanet is learning about the numerous perspectives each author has about what makes you a successful nonprofit leader jö map. Even more compelling is when two or more authors, with completely different backgrounds, align in their thinking. I love to point out these moments because there’s nothing like consensus to instigate change app um videos downloaden.

In our December feature from 2009, 12: The Elements of Great Managing by Rodd Wagner and James Harter, the authors draw from The Gallup Organization’s database—which now includes 10 million employee and manager interviews—to give real-life examples of how managers from around the world epitomize each of the 12 Elements error whening gta5.

In addition to the Gallup data, the authors use the latest insights from brain-imaging studies, genetics, psychology, behavioral economics and other scientific disciplines to reveal what drives good managers. Wagner and Harter’s 4th element is the power of private and public feedback:

4th Element: “Recognition and Praise”: In the busy nonprofit world—with minimal resources and a greater need for resources—there will always be problems free images to download. However, without a conscious effort to maintain recognition and praise, the negative events will overshadow the positive ones. Managers who fail to use the power of positive feedback diminish both their managerial effectiveness and the power of the salaries they are paying solitary card game. One of the most effective ways of improving recognition of employees is to discover the forms of feedback that mean the most to them, i.e. knowing who prefers public praise to private praise, and vice versa herunterladen.

In our current feature, Winning with a Culture of Recognition by Eric Mosley and Derek Irvine, the authors created an entire book out of Wagner and Harter’s 4th Element of great managing youtube lieder mp3en. Their belief is that strategic recognition plays a critical role in every organization’s success. In fact, they claim that even in tough-minded cultures like the military, positive reinforcement is a powerful driver of a winning culture herunterladen.

“U.S. Marine training might be strenuous and even abusive, but that initiation process is not the winning culture. The stress of Marine boot camp serves as much to identify Marines as to train them Tomtom maps for free. Once established as a marine, an individual experiences profound recognition on a daily basis—reinforced by mottos, the uniform, the unit cohesion, the intense group loyalty windows vista download for free. Marines display recognition for their service and sacrifice on their uniforms in the form of medals, ribbons, and rank insignia. All these inspire pride and internal reward. Marine culture is intensely about recognition,” say Mosley and Irvine.

I would call this convergence on strategic recognition consensus among the ranks. Don’t forget to recognize your employees today.

If you’re interested in discussing these book ideas and others with fellow nonprofit leaders, consider registering for a new virtual book club called Management Café, presented by the Nonprofit Cultivation Center. CausePlanet’s Page to Practice™ summaries will be the foundational subjects for facilitated discussions each month. You’ll have an opportunity to connect with your peers on hand-selected book topics from January to June 2012. Space is limited so register sooner than later.

See also:

Winning with a Culture of Recognition

12:The Elements of Great Managing

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Discover the power of real-time performance management

Many of you are wrapping up your fundraising goals this month epson xp 352 treiber herunterladen. If you are on a fiscal year, you’re at the halfway point. While your eye may be on the waffling donor who’s considering their year-end tax-deductible gift, don’t forget to take this opportunity to recognize your staff music for free on mp3 player. Winning with a Culture of Recognition demonstrates how important authentic recognition is to your team loyalty, productivity, and bottom line logo soft comfort v8 download kostenlos. Co-author Derek Irvine had this to say when I asked him why he wrote Winning with Eric Mosley.

CausePlanet: Hi, Derek amazon appstore für android jetzt herunterladen https //www.amazon.de/androidapp. Thanks again for this interview for our readers. What inspired you to write this book?

Derek Irvine: This book was an opportunity for us (co-author Eric Mosley, CEO of Globoforce and me) to share recognition best practices we’ve seen working with some of the world’s most successful and admired companies herunterladen. Our ambition for this book is to change the way company leaders think about recognition. With recognition, HR and business leaders today can elevate employee engagement, increase employee retention, manage company culture and discover the power of real-time performance management virtual dj german full version for free.

The authors weave insightful “Myth Busters” throughout their book. I’ll do my best to share some of them this month in our weekly blog since there simply isn’t enough room in our Page to Practice book summary to include them all herunterladen. Here’s the first of many memorable myth busters:

MYTH BUSTER: Are you only retaining employees or are you creating loyal employees ogg datei herunterladen? What’s the difference?

“A survey by the Center for Work-Life Policy, an American consultancy, found that between June 2007 and December 2008 the proportion of employees who professed loyalty to their employers slumped from 95 percent to 39 percent; the number voicing trust in them fell from 79 percent to 22 percent pubg ps4 download for free. A more recent survey by DDI, another American consultancy, found that more than half of respondents described their job as ‘stagnant,’ meaning that they had nothing interesting to do and little hope of promotion ps now spiele herunterladen. Half of these ‘stangators’ planned to look for another job as soon as the economy improved. People are both clinging on to their current jobs, however much they dislike them, and dreaming of moving when the economy improves. This is taking a toll on both short-term productivity and long-term competitiveness: The people most likely to move when things look up are high-flyers who feel that their talents are being ignored. Employees agree to be retained in tough economic environment or in other situations in which options may be limited. But if you’re not fostering employee loyalty, as soon as more options become available, you will see your employee retention numbers plummet.”

In Winning, Irvine and Mosley cover many nuances of successful recognition programs, including the differences between recognition and incentives, and the importance of timing. The holidays are a great time to reflect on your employees accomplishments throughout the year. If not now, kick off 2012 with recognition plan. You’ll thank yourself when the economy improves.

See also:

www.recognizethisblog.com
www.globoforce/thought-leadership/resources
www.fistfuloftalent.com
www.tlnt.com
Page to Practice book summary of Winning with a Culture of Recognition

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Fired up or burned out?

You’ve all heard the phrase “You should never judge a book by its cover.”

The truth is we all do.  In this particular case, I looked at some of the great management books we’ve featured at CausePlanet over the years weihnachtsvideos downloaden. One of them caught my eye because the cover’s so great. But the more intelligent answer you’re looking for is that it contains a terrific amount of sage advice for managers kann man von youtube videos downloaden. The book is called Fired Up or Burned Out: How to Reignite Your Team’s Passion, Creativity and Productivity by Michael Lee Stallard herunterladen. December feels like an appropriate time to take a pulse and see if you fall into one of these “fired up” or “burned out” camps. In either case, you’ll find Stallard’s approach worth your time herunterladen.

Stallard talks about the notion that connected organizations are more productive, more innovative and more profitable. Conversely, a lack of connection will gradually burn employees out mailcheck für firefox downloaden. Stallard makes the case for increasing connection at work and shows you how to build a “connection culture”—a culture that increases connection among people—by increasing the elements of a connected culture: vision, value and voice jugendschutzgesetz herunterladen. Paying attention to these so-called “soft” aspects of the work environment will help increase employee engagement and, in the end, will make your organization more successful internet speed.

Research by the Gallup Organization shows that fewer than three in ten Americans are engaged in their jobs. Gallup also estimates the annual cost to the American economy from the approximately 22 million American workers who are extremely negative or “actively disengaged” to be $250 to $300 billion every year album downloaden facebook. Unless people in an organization feel a strong sense of connection to their work and colleagues, they will never reach their potential as individuals, and the organization will never reach its potential cyberlink herunterladen.

A “connection culture” is a culture that embraces the beliefs and behaviors that enhance connection among people and meet their basic human psychological needs for respect, recognition, belonging, autonomy, personal growth and meaning download audiobooks without abo. There are three elements of a connection culture that meet these basic needs: vision, value and voice. Leaders who intentionally foster these three elements will reap the benefits of a connection culture. The connection culture formula can be thought of in the following way:

Vision exists in an organization when everyone is
• motivated by the organization’s mission;
• united by its values; and
• proud of its reputation.

Value exists in an organization when everyone
• understands the basic psychological needs of people;
• appreciates their positive, unique contributions; and
• helps them achieve their potential.

Voice exists when everyone
• seeks the ideas of others;
• shares ideas and opinions honestly; and
• safeguards relational connections.

A good way to remember these elements is to remember this formula: Vision + Value + Voice = Connection. When all three elements are in place, it’s a win-win for individuals and organizations.

See also:

Michael Lee Stallard’s website, www.epluribuspartners.com
Stallard’s new eBook, The Connection Culture
Fired Up or Burned Out Page to Practice™ summary

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Raise the bar beyond evaluations; seek alignment

This week, we posted a terrific article called “Evaluating the executive director” by Jan Masaoka safari videos herunterladen. While I consider myself lucky to have served on boards where the ED review was faithfully executed every year, I know many colleagues who have experienced otherwise beautiful unicorn pictures to download. Unfortunately, many executive directors go “un-reviewed” for long periods of time, according to Masaoka projektstrukturplan excel kostenlos. She also shares that the most important reason to conduct a review of your executive director is to get on the same page with the board.

This month’s Page to Practice™ book summary called The Three Laws of Performance by Zaffron and Logan speaks to the same point instagram profile pictures. Performance is heightened when a team shares the same view of their circumstances. The inherent challenge is that our life experiences alter how things occur to us individually waipu tv kostenlos. Additionally, our performance has a tendency to fulfill what the authors call a personal “default future” unless we make the effort to calibrate our perceptions with coworkers and rewrite a future everyone wants precautionary power of attorney to.

For example, early in the book, Zaffron and Logan explain how the newly appointed CEO, Brad Mills, “transforms an impossible situation” at Lonmin (a publicly traded company in South Africa) by changing how the situation “occurred” to thousands of his employees giphy. The authors explain that, “the Three Laws of Performance is the relationship between how a situation occurs and the actions that are naturally correlated mp3 auf ipad downloaden. By ‘occur’ we don’t merely mean how a situation is perceived. We also include the significance and meaningfulness that comes with the experience of the situation herunterladen. The breakthrough comes from using these ideas to shift how situations occur, allowing for powerful new actions to naturally emerge. In real life situations, people can’t try to remember what actions to take wo kann ich windows 8 kostenlosen. Life is like a tennis ball coming over a net at 100 miles per hour. For a professional tennis player, the movement of the ball occurs as ‘hittable.’ For most people, it would occur as a blur. Shifting how situations occur for people is akin to having a tennis ball that used to occur as a blur occur as hittable.

For those of you who sit on a nonprofit board, consider the importance of evaluating your ED to gain mutual alignment. By do so, you’ll also be ensuring that your ED’s performance will circumvent a “default future” and follow the future you collaboratively rewrite together.

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