Peer Powered Performance tagged posts

Permanent Monday Syndrome December 15, 2021 Affective Leadership, Emotional Intelligence, Peer Powered Performance, Positive Deviance, Topics, Training

Once again Gallop’s survey of 150,000 workers proves what too many already know from daily experience. There is a reason they call it work. NBC News Anchor Brian Williams reported in last night’s broadcast that only 30% of employees reported being engaged, 52% openly admit they are not and 18% are actively disengaged.

This is not new news – roughly the same statistics have been reported for the last three years, which makes you wonder...

Fearless Conversations or Fearful Conciliation’s? December 15, 2021 Affective Leadership, Association Insights, Emotional Intelligence, Keynote Keys, Peer Powered Performance, Training

Using Unrelated Stories to Overcome
Unreasonable Defensiveness

I was recently asked to come up with an approach to safety concerns at one of the largest concrete structures in our country.

The request, as usual, was to be funny, fix the problem, and get out. You have 45 minutes. An impossible objective, but it is entirely my own fault. I am a victim of my own creation. For two decades I have been most widely known as a keynote humorist...

Emotions, Education and Engagement: Misunderstanding Motivation December 15, 2021 Affective Leadership, Emotional Intelligence, Peer Powered Performance, Positive Deviance

Should you send your children to the best schools possible?
Are your new members suffering from “Relative Deprivation?”
Is Self-Awareness part of your core curriculum?

I tend to be a nonconformist by nature which may be evident from my unconventional Red High Tops and cartoon style “Bee the Difference” illustrations. Before I change my opinions I like to see facts and multiple sources to support new awareness...

Energized by Inclusion December 15, 2021 Affective Leadership, Emotional Intelligence, Peer Powered Performance, Positive Deviance No comments

Old school leaders aspire to the belief that
“he who holds the knowledge, holds the power.”

The new paradigm is he who holds the knowledge,
and doesn’t share it, is probably guilty.

We would never consider a sporting event without goals, displaying confusing scoreboards or faceless time clocks. Instead feedback is immediate, concise, compelling, and consistently understood by everyone both in the game and on the sidelines.

goal posts In contrast, many work environments are inundated with ambigui...

Should organizations encourage disagreement? December 15, 2021 Emotional Intelligence

Not long ago I joined a LinkedIn group of government professionals. It is not a profession I am unfamiliar with as I have provided training for teams within the department for the last 16 years. I had hoped to stir up some conversation to better understand their needs and challenges. My posts certainly encouraged conversation; what initially surprised me was the level of hostility expressed by some...

Peer Powered Performance tagged posts

Permanent Monday Syndrome

Fearless Conversations or Fearful Conciliation’s?

Emotions, Education and Engagement: Misunderstanding Motivation

Energized by Inclusion

Old school leaders aspire to the belief that “he who holds the knowledge, holds the power.”

The new paradigm is he who holds the knowledge, and doesn’t share it, is probably guilty.

Should organizations encourage disagreement?

Old school leaders aspire to the belief that
“he who holds the knowledge, holds the power.”

The new paradigm is he who holds the knowledge,
and doesn’t share it, is probably guilty.