What’s the tone of your team? Do you assume people want to work hard, learn, grow, and achieve results? Or do you feel like you’re constantly trying to motivate people to take ownership over their work? Do you set the bar high and support your colleagues to be successful? Or do you set average expectations and focus on compliance?
This week’s guest, Bob Dusin, is the co-author along with Sue Bingham of Creating the High Performance Work Place. They collaborate with leaders and organizations in all industries to help create the highest performing work environments possible. Bob speaks at numerous expos and events throughout the country each year.
Read the related blog article: 3 Critical Ingredients for a High Performance Work Place
Join the Modern Manager community (www.mamieks.com/join) to get 15% off when you register for an upcoming high performance leadership workshop. Learn more about the workshop at https://hpwpgroup.com/events/
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- Leaders and managers to create an environment where people want to go to work, not just have to go to work.
- Too many managers have been taught to focus on results only whereas strong cultures focus on the people too.
- 8 elements to a high performing workplace: positive assumptions about people, remove the negative, mutual trust and respect, two-way communication, employee involvement empowerment, high-level training, competitive wages and benefits, and setting high expectations.
- The old model of separating yourself as the boss from those you manage doesn’t work. Instead, get to know your team members and build authentic relationships with them.
- Set high, not unrealistic, expectations of your team. People will often meet your expectations. When you set low expectations, you don’t create an opportunity for engagement. High expectations signal you believe in the person.
- Stop saying, “Just do the best you can.” That phrase gives an excuse for bad performance. Instead say, “It’s going to be tough, but I’m here to help. Let’s create a plan so you can succeed.”
- When you make positive assumptions about people, it starts a positive, reinforcing cycle. Try assuming people want to do well, want to be challenged, want to make the ideas better.
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