I was brought up in a family that believed that ‘hard work was its own reward’. My family carer guidance was a subset of this ethos and went along the lines of ‘work hard and you will be recognised and promoted’. It took me a few years to find that this was a rather simplistic… Read more
Let me ask you a question. ‘How unique is your business/division?’ If you could rate your business/division out of 10 for uniqueness what would you give it?. When I talk uniqueness I mean the kind of uniqueness that gets you market place advantage over anyone else. Unless you are one of the few products in… Read more
There is tremendous pressure on organisations these days to have engaged staff and good engagement scores. I’ve sat through a number of sessions on the topic and seen some leaders having conversations with their teams about engagement and I understand the frustration it can cause them.
I have a simple mantra that I like to keep in mind and that is ‘Engaged teams aren’t necessarily high performing, but high performing teams will be engaged’, so I thought I would explore that a little here and share some observations on engaging in engagement..
In the process of our web redesign I’ve been reminded of a few things about pulling such projects together that I thought I would share as leadership learnings.
Watching Team New Zealand in action over the last few days has got us thinking about how they have turned their practice time into high performance. One of the team wondered if they were an example of some of the best practice we have seen so it seemed like a good time to re-visit this blog about what people’s actual definition of high performance is.