Performance Breakthroughs, Inc.

It starts with "How are you feeling? and "Where are you putting your Time and Attention?". I have a simple Horizontal Maslow exercise that shows you that and starts the discussion. When we feel Helplessness and Hopelessness, taking this step enables us to feel a sense of control. I encourage those who really feel the pain ... to reach out and get the proper help. #Coach #ProfessionalCoaching #LifeCoaching #MentalHealth #Depression #HorizontalMaslow

We are now in March. That means March Madness. The Big Dance. The NCAA Basketball Tournament. It starts with Bracketology. There will be Pools. Betting. Drama. Upsets. Great TV viewing. This is my favorite sports time of the year. I’d be happy to talk with anyone about this issue. #marchmadness

Music has always been part of my life. Casey Kasem had his "American Top 40". Well, I have a Top 40 as well - spread across multiple decades and an eclectic range. For brevity, I'm only listing my top 10, but happy to share more with anyone who's interested. Check out my list and I hope you'll listen to some of them. #feelgoodmusic #dancelikenooneiswatching

Earlier this month I posted a blog article on the CliftonStrengths. It described the assessment that identifies your top strengths which you can build upon. However, there are some leadership mindsets, styles, and behaviors that cannot be excused and can lead to demotion or termination. We call them derailers. The poll will be open and visible for two weeks. Feel free to use the comments box to add other thoughts.   I collect stories about bad (and good) leadership for my workshops. I’d be happy to talk with anyone about this issue.

With a tip of the hat to my friend Angeline Soon (for her deeper knowledge on this), here's my class 101 on the CliftonStrengths. Happy to discuss our mutual results.

I/we do a lot of coaching on a wide variety of topics and issues. There are many others that also do this work and market it assertively. How does one decide who to use? My suggestion is to understand the deeper and honest motivation of the coach. I describe mine here. Happy to talk further. #coaching #executivecoaching #careercoaching #lifecoaching #careertransition

CliftonStrengths is one of my favorite tools/assessments. We use it for executive coaching, career/life coaching, leadership training, team composition, team culture improvement/transformation, etc. Selectively, I use it in my email autosignature and kindred spirits respond with theirs. THIS is really worth learning more about. #leadership #coaching #executivecoaching #careercoaching #assessments

How do organizations measure employee commitment? Usually, those don't get to the core of human psychology. I've created the "Continuum of Commitment" to simply assess how much people feel valued and how that determines their commitment. There's much more to this concept that I'm happy to share. I believe there are three sources of commitment: ·Your mindset or “how you are wired” ·Your level of interest in the task or the work ·The work environment or leadership provided The slide below focuses on the third bullet and can be used as a mini assessment – for individuals, teams, or the workforce. Place your “x” on the continuum as it relates to your answers to the first 3 questions. Do so honestly and thoughtfully. If you are not in the green, what’s holding you back? For managers, what’s your perception of their scoring? Will they even tell you how they scored? This doesn’t replace the long, boring employee surveys … but it does provide a simple option. The truth is that people who feel valued have more commitment.

My company's full name is "Performance Breakthroughs, Inc.". I yearn to provide coaching and consulting that achieves just that -  in both the personal and professional domains. I also desire that those I work with will influence some of our national and global challenges. Top 9 things that Jeff wishes for in 2025   The page has turned. It’s 2025. We are 1/4 of the way until 2100. Over time I have migrated from detailed goals to broader wishes. I’ve written about my cancer and other health issues several times. Usually, it’s in the context of gratefulness, faith, and the support systems that keep me going. So, no surprise here on #1. 1. MY HEALTH: My tumor can never come out. I’ve learned that “stable is good”. 2. FAMILY: I wish for my immediate and extended families to be healthy and safe. 3. MARRIAGE: We are almost “Golden”. I hope we make it. 4. KIDS: Both of our children are in the midst of a career change. Wishing them well. 5a. BUSINESS/PBI: I’d love to work with and help some local governments in New Zealand. 5b. PBI IMPACT: That my coaching truly leads to personal and/or professional breakthroughs. 6. USA: I wish for our Federal, state, and local government leaders to act in the best interests of the people and the planet. 7. CLIMATE CHANGE: I really wish for significant commitments from all parties and visible progress. 8. GLOBAL: Where global leaders collaborate well on the planet’s most pressing and shared issues. 9. MINIVAN: For the 22-year-old lady to hang on one more year. Which of these resonate with you? What are your WISHES? #coaching #wishes #leadership

STICS Model of Delivering Performance Feedback               Earlier this month, we posted a blog about “Measuring the Intangibles”. One of the main reasons we measure is to take action on the results we see. Delivering performance feedback is one of the most critical tasks of executives, leaders, managers, and supervisors. Peers can provide it also. In my coaching, I help leaders with the first step - providing clear performance expectations. These can be organizational or from a leader/manager. People should know that’s what they will be measured against and that there will be feedback and (hopefully) a discussion to follow. When delivering the feedback …  think of my/PBI’s acronym - STICS   ⚪ SPECIFIC  -  Fuzzy feedback is almost useless – even when it’s positive. We walk away from the conversation saying to ourselves “What did they like/not like?” Feedback needs to tell people what to do more of/how to do it … or what to change/stop doing.   ⚪ TIMELY -  People “move on” quickly.  If feedback is not provided soon after the event, the discussion will be clumsy and pretty meaningless Feedback should be ongoing…so the “annual performance appraisal” is largely a formality with no surprises.   ⚪ IN CONTEXT -  Actions and inactions can be appropriate or inappropriate depending on the situation. Feedback has more meaning when you set the stage for what was happening at that time. A preface of “Remember when we/you …” sometimes helps.   ⚪ From a CREDIBLE SOURCE - Many of us have been given feedback that we quickly discarded by saying “Consider the source”. Work hard to be credible. Your integrity, competence, and positive personality will be what makes you credible.   ⚪ SINCERE - We all have “filters” that almost instantaneously judge a speaker’s sincerity. Only 7% of the message comes from our words; 38% comes from our tone and 55% from our non-verbals. Work hard to make your message congruent and sincere. Give your expectations and feedback in a way that employees will want to “own” their performance. 👉 Which of these are you doing well on? 👉 Which of these do you need to work on or get help? #feedback #performancefeedback #coaching #engagement #leadership