Terry's Blog | Daily strategies, insights and inspiration to help you achieve your potential

Developing People

Organizations tend to assign people based on what they're already good at, not what they need to work on.  That's a tension every organization must deal with in order to become more successful.

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Emotion

Extraordinary performance is as much about authentic emotion as it is about advanced engineering. 

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Talent Development Focus

It takes far more energy and work to improve from incompetence to mediocrity than it takes to improve from first-rate performance to excellence.  And yet most people, especially organizations, concentrate on making incompetent performers into mediocre ones.  Energy, resources, and time should be invested towards making a competent person into a star performer.

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Personality Tests

Personality type tests do not predict outcomes such as job success and satisfaction.  Therefore, weigh them accordingly.

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Laser-like Focus

Narrowing your focus increases both accountability and the engagement of your team.  Remember, if everything is important then nothing is important!

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Employee Focus

Do your employees have a clear focus on what matters most?  If you answered "Yes," do you have evidence to support your "Yes?"

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#High-Performance

High-performance is the product of collaboration and accountability. 

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Career Advancement

Extra responsibilities are always part of rising higher in an organization, but if they don't come with the potential for more self-direction, the promotion will feel more like a burden than a reward.

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Alignemnt

People are more likely to feel fulfilled when they have clear and aligned goals and targets.  They're not wandering and wondering about their work; they can see how it connects and helps the organization. 

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#Empowerment

Within most organizations you'll find far more people who feel empowered to say no than people who feel they are empowered to say yes. 

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