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Videos uploaded by user “Stephen Goldberg”
Responsibilities of a Manager & Supervisor
 
03:58
The Responsibilities of a Team-Oriented Manager/Supervisor http://www.optimusperformance.ca/ Links to other videos mentioned in this video: Promoting Your Best Performing Employee to Manager : http://www.optimusperformance.ca/promoting-best-performing-employee/ Training and development of employees for improved performance: http://www.optimusperformance.ca/training-and-development-of-employees-for-improved-performance-2/ How to hire & select the right person for the job: http://www.optimusperformance.ca/how-to-hire-select-the-right-person-for-the-job-2/ Develop a Strategic Plan for Employee Development: http://www.optimusperformance.ca/develop-strategic-plan-employee-development/ Writing a Goal Statement to Change a Behaviour & Habit: http://www.optimusperformance.ca/writing-goal-statement-change-behaviour-habit/ How to set and achieve any goal using a goal planning worksheet: http://www.optimusperformance.ca/how-to-set-and-achieve-any-goal-using-a-goal-planning-worksheet-2/ Description of this video: The responsibilities of a team-oriented manager/supervisor requires balancing two different sets of skills with a goal of building teamwork in the department. At times, this is like a balancing act. On one side of the scale is job skills and on the other side is people skills…… Link to blog article: http://www.optimusperformance.ca/responsibilities-team-oriented-manager/ Link to previous video: How do you Measure Leadership? https://www.youtube.com/watch?v=-Uq11q2GYuo Links Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 34917 Stephen Goldberg
How to hire and select top employees
 
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http://optimusperformance.ca/en-welcome.php There are three essential elements to selecting the right person for the job. You must do a good job of attracting enough qualified candidates in order to have a good selection of applicants to choose from. This includes writing a good job posting based on a good job description. Knowing what you want is essential for marketing the position and the job description will do this and help you enormously in the selection process. Read the full blog article here http://www.optimusperformance.ca/how-to-hire-select-the-right-person-for-the-job-2/ Here is the link to the video on how to write a job description http://youtu.be/gjeADZnUNDw Here is where you can download the job description template and sample http://www.optimusperformance.ca/how-to-write-a-job-description-2/
Views: 19591 Stephen Goldberg
Employee training and development for improved performance
 
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Training and development of employees for improved performance. It's extremely important for business owners and leaders to recognize the importance of training and development of their employees and to take a proactive approach. Every company has competition, whether local or global. Even if you don't have competition because your product is so unique and new, you are probably competing with yourself and against time and money. You can only develop a product so long before you run out of both. Training and Development Training and development is more important than ever for your organization to stay competitive and survive. Training and development challenges employees to grow and improve. We all have untapped potential that is waiting to be unleashed, and this can be directed towards activities that will have a high impact on the performance of the organization. Employees who do not receive training and development may become resistant to change and become stagnant. This can really have a negative impact on performance since technology is driving so many changes in work methods. Being Proactive Taking a proactive approach to employee training and development is best done by first setting goals for the organization and department. This will help you to determine where current skill levels of employees may be challenged towards achieving these goals and thus you can develop a training plan for the department an individual. Hard and Soft Skills When developing a training plan is important to look at the total person. We often breaks skills and to types, hard and soft. Hard skills are those that permit us to complete a task or activity, such as running a computer program operating machine, etc. A soft skill is a behavior that determines how an employee will approach a task and interact with others. This is often neglected when looking at training needs, but is extremely important for employee and team performance. Teamwork If you want to develop teamwork in your organization and department people must learn specific interpersonal skills so that discussions can take place on how to improve things towards goal achievement. Highly evolved teams can become autonomous in problem-solving, and continuously improving work processes on their own. One good example are the telephone companies here in Canada. Over the years, most of them have trained their employees on better customer service habits and on selling. I've noticed when calling the administrative department about a billing issue that the person handling my issue always try to upsell me to an additional service. This is obviously a behavior that was learned from a proactive organization. We've all had the experience of going into a store or restaurant and were served by staff members. The other ones who create a better customer experience by how they treat you the customer. Of course hiring the right person with the right attitude and personality is fundamental, but training people on the operations and how you expect them to behave is equally as important. Aging Workforce As the working population gets older is extremely important for organizations to continuously train and develop their employees in order for people to remain flexible, open positive and creative. This will allow the organization to meet its growth objectives and retain skilled talent. Initiative One of the key benefits from the training and development of employees is increased self-confidence and self-esteem. When people feel they are better equipped to tackle new tasks and use more of their abilities, they feel more confident. People with higher self-confidence and self-esteem take more risks, make more decisions and solve problems on their own. This leads to greater initiative and thus saves the manager time to focus on growth and improvement opportunities.
Views: 23644 Stephen Goldberg
Creating an Employee Development Plan for Improved Employee Performance
 
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The old expression, “failing to plan is planning to fail" also applies to employee development. In my recent article (http://www.optimusperformance.ca/managing-employees-for-change-improved-productivity/) about a leaders' struggle to deal with employees being resistant to change, I wrote that strategic planning for employee development is a practice that a leader must undertake to avoid this dilemma. Developing a human resource or employee development plan is often the responsibility of the human resource department if there is one. From my perspective, it's the leader’s responsibility because the leader is accountable for the performance of the department and each employee. Here is my list of things for the leader or manager to do to develop a strategic plan for employee development..... Read full article here: A Leadership Job Description :http://www.forbes.com/sites/mikemyatt... How to set and achieve any goal using a goal planning worksheet: http://www.optimusperformance.ca/how-... Learn How to Write a Job Description including a downloadable template https://curious.com/stephengoldberg/j... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac...
Views: 20483 Stephen Goldberg
How to define organizational values
 
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How to Establish Personal and Organizational Values. When personal and organizational values are aligned and shared by key stakeholders great things can happen. In my last video and article (http://www.optimusperformance.ca/are-happy-and-engaged-employees-more-productive-2/) I spoke about two business leaders who claimed their company success was in great part due to their well communicated corporate values. Creating corporate values is a pretty straightforward affair. You of course need to afford the time it takes to do it. And this is where many businesses fail, as a high percentage of business owners and leaders are too busy dealing with the day-to-day business matters. Once you understand the benefits and the importance of defining your corporate values will set aside the time it takes to get it done. Just last week I facilitated a values definition meeting for customer service department. Within two hours they had shared their key personal values and agreed on their five top departmental values. The next step for them will be to define what each of those values means so they can be lived by the team members. Here are the steps to go through to set the values for your organization. It is imperative to have a skilled facilitator run these sessions. I good facilitator will set ground rules to make sure that the participants stay on track and come to a consensus. Here is the process I use: Personal Values The first step is to meet with your team and brainstorm the personal values of each team member. I like to start with a long list of personal values and have each person classify the values by order of importance using high, medium or low importance. From this list. I then have them rate the high importance, values on a scale of 1 to 10, 10 being the most important. Then I asked them to choose their top five most important values from the weighted list. I then have each person share their top five values and write them on a flip-chart. We then can see what the most common shared values are. Next I ask each person to choose one of the values and write down why that value is important to them. I have each person then share what they wrote and asked for comments from the others. This helps each person understand how each one thinks and helps build mutual understanding and communication. Organizational Values. I follow the same process for setting the organizational or departmental values as I did with the personal values. The differences I start with a list of values that are different than the personal values. If you do not start with a list of values, you can always have the group brainstorm a list and then go from there. Having a prepared list facilitates the process and saves time. Once we have listed the most important organizational or departmental values on the flip chart, it's often easy to see the shared most important values. Often, there may be three or four that stand out and then you have five or six that may need prioritizing. I would suggest having between four and six key values and not more. One way to prioritize the list of remaining values is to have the group go through the same exercise of waiting each value as before. This usually narrows down the list to two or three top values. Values Definition. Once the top organizational department values are determined ask each person to write down a description of each value. I ask the question, what would other people see happening if everyone in your organization or department was putting into practice these values? Depending on the size of the group. You can then have people pair up and take one value and summarize the definition of the value based on hearing what others had to say about that value. Or you could assign one person per value to take what each person wrote and summarize this in a statement. They would do this is an assignment and report back at the next meeting. Strategic Vision. Defining organizational and departmental values that are linked to personal values is a key step in creating a strategic vision and plan. It's a great way to engage people and rally them behind a purpose and mission. It is also a key element in building an autonomous team that practices continuous improvement.
Views: 16415 Stephen Goldberg
How to Delegate Work to Employees
 
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Delegating work is essential to the successful growth of any organization and thus it is imperative for leaders and managers to learn to delegate properly. In a previous article (http://www.optimusperformance.ca/yikes-my-boss-is-doing-my-job-2/) I explained how to determine what to delegate and also the difference between assigning a task and delegating. You may want to refer back to that article (http://www.optimusperformance.ca/yikes-my-boss-is-doing-my-job-2/) before going ahead with these steps. Step 1: Planning Delegating work involves people taking on new responsibility and this requires training and coaching. When you assign work to someone it means they already have the skills and knowledge to get the task done. PlaningThus you need to plan what training and coaching (http://www.optimusperformance.ca/training-and-development-of-employees-for-improved-performance-2/) is required for the person to take on the new responsibility. Who will provide the training and coaching? When and how will it take place? The answer to these questions will depend on the complexity of the tasks involved and the person who you are delegating to. For example you might want to give more responsibility and authority to someone looking after general office work. Another person needs to be hired to take on some of the tasks. You want your employee to supervise the work of the new employee, but they have never supervised anyone before. Thus the scope of their job is changing and their role description (http://www.optimusperformance.ca/how-to-clarify-performance-expectations-for-improved-employee-engagement-and-productivity-2/) should be revised. In this case there should be some training and coaching on supervision. As part of your plan, set a date for when you want the employee to be fully autonomous n assuming the new responsibilities. You might consider using my goal planning worksheet (http://www.optimusperformance.ca/how-to-set-and-achieve-any-goal-using-a-goal-planning-worksheet-2/) to help you plan out the delegation project. Step two: Meet with employee Meet with the employee and explain what you want to delegate to them. Tell them that you will be providing training and coaching and this is an opportunity for them to grow and to contribute to the evolution of the business. Certain people tend to be cautious when faced with change as it means they could fail or become stressed. Point out their strengths and skills and let them know you feel confident to delegate the work to them. Review the new job description (http://www.optimusperformance.ca/how-to-clarify-performance-expectations-for-improved-employee-engagement-and-productivity-2/) with them so it is clear what you are expecting. Schedule the training sessions. Step three: Train and coach When providing training and coaching (http://www.optimusperformance.ca/training-and-development-of-employees-for-improved-performance-2/) it is important not only to explain what to do but to actually demonstrate it. If possible have the person perform the task so you can observe, give feedback and adjust as necessary. Step four: Follow-up You must follow-up with the employee to ensure they are performing as expected and meeting your expectations. Be flexible in that the person’s style of work may be different from yours and they might do things in their own way but still produce the desired results. Provide them with plenty of positive feedback to build their confidence and self-esteem. This will reinforce that they are doing the right thing and will keep them open to new delegation opportunities in the future. Following the above steps will ensure that your next delegation project will be successful and meet your expectations. You will also be regarded as a highly effective leader who takes the time to train, develop and grow the skills of your team members. Stephen Goldberg
Views: 4713 Stephen Goldberg
These Strategies will Reduce Employee Turnover
 
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Employee turnover is very costly to companies. The time involved to recruit, interview and train employees is higher than ever. It also greatly impacts productivity and can affect team morale. Prevention is the best practice and this video will explain best practices to reduce employee turnover Strategies to Reduce Employee Turnover http://www.optimusperformance.ca/ 514-676-4445 Links to other videos mentioned in this video: Land Your Dream Jobhttps://youtu.be/6YLGMV4fipE How to Hire & Select Top Employees https://youtu.be/ngiRY-ZCZJs To implement strategies to reduce employee turnover, you first need to understand the causes of employee turnover. You can only act on things that you can control and so I’ll focus on those strategies and tactics....... Link to blog article: http://www.optimusperformance.ca/strategies-reduce-employee-turnover/ Link to previous video: Land your Dream Job https://www.youtube.com/watch?v=6YLGMV4fipE How to set and achieve any goal using a goal planning worksheet: http://www.optimusperformance.ca/how-... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac... Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY
Views: 3507 Stephen Goldberg
How to Manage a Meeting
 
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Here is the link to gain access to download the meeting planner form and many more http://eepurl.com/ccGNlX Do people you work with complain that meetings are boring and unproductive? This is common in many organizations and for good reason. Many people running meetings have not been trained on meeting management and do not follow specific protocols. Yet meetings are an important part of working on projects and making decisions. Following these protocols will make you an effective meeting manager. Create an agenda An agenda should be created and sent out before the meeting to each participant. This will help people to prepare themselves and schedule their time. You can download the meeting agenda template on Excel that I use here (http://goo.gl/B4EV5a). Set meeting goals Why is this meeting taking place? Explain the purpose or goal of the meeting as part of the agenda and at the beginning of the meeting. Set a time limit The agenda should include the start and end time of the meeting. For whatever reason, if the decisions cannot be reached within the time frame allotted, schedule another meeting to complete the discussion. Action steps Take note of any decisions and action steps from the meeting discussion. Make sure that each action step is assigned to a person along with a due date. At the end of the meeting summarize the action steps and who is responsible along with the due date. Meeting notes Have the meeting notes typed up and sent to each participant. The meeting notes should be simple. They should state the decisions that were made, the actions required, by whom and by when. They should also indicate who was present or absent from the meeting. The date for the next meeting if any, should be included in the decisions. Dealing with difficult people The hardest part of running an efficient meeting is dealing with personalities, especially the difficult ones. Remind people of the goals of the meeting and the time allotted so you can bring people back to the topic. You can also establish meeting norms that everyone agrees to follow and then remind people of these norms when things get off track. There are many articles about this on the web. Here is a good one (http://www.bates-communications.com/insights/bid/83752/How-to-Deal-with-Difficult-People-in-Meetings). Assigning roles The key roles for running an efficient meeting are chairperson, note taker and timekeeper. If you are the one that called the meeting you can assign people to the roles, which may alternate for each meeting. Dealing with resistance to change If you want to introduce these protocols for your meetings you may meet with resistance from some people. At the beginning of your next meeting you should simply state to the attendees that you want to improve meeting efficiency by applying these new protocols and you require everybody’s cooperation. Meeting evaluation You can use this simple criteria to determine if your meetings are successful. 1. Did the meeting start and end on time? 2. Were the goals of the meeting met? 3. How satisfied are the participants with how the meeting was run on a scale of 1 to 5? By applying the above protocols you will turn your meetings into productive collaborative sessions that people will be glad to attend. Stephen Goldberg
Views: 10745 Stephen Goldberg
Annual Performance Review Best Practices
 
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Annual Performance Review Best Practices http://www.optimusperformance.ca/ Links to other videos mentioned in this video: Link to article on job description with video http://www.optimusperformance.ca/how-to-write-a-job-description-2/ Link to article and video on coaching style of leadership http://www.optimusperformance.ca/the-most-effective-leadership-style/ How to write a job description http://www.optimusperformance.ca/how-to-write-a-job-description-2/ The Most Effective Leadership Style http://www.optimusperformance.ca/the-most-effective-leadership-style/ Description of this video: Many companies such as Deloite and Microsoft have moved away from conducting an annual performance review or appraisal. In their evolution as an organization they realize that this is not the best practice to boost employee productivity and morale. However, many companies still force their managers and employees to do an annual performance review. If you are in the situation, then you have no choice and must go through with it. Read the full article on our blog page Link to blog article: http://www.optimusperformance.ca/annual-performance-review-best-practices/ Link to previous video: Strategies to Reduce Employee Turnover https://www.youtube.com/watch?v=0qGPc9p2QAM Links Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 31504 Stephen Goldberg
New Employee Orientation & On Boarding for Top Employee Performance
 
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In today's video I'm going to talk about new employee orientation. Hello, I'm Stephen Goldberg of Optimus Performance and I work with business owners and leaders to hire and develop self-motivated and productive employees, which causes managing to be easier, less stressful and more profitable. Everyone hires a new employee with the intention that they become productive within a reasonable period of time. In order for that to happen proper employee orientation and on boarding is extremely important. There's a wealth of information available to guide you in the process of orienting a new employee. Just do a search and you will come up with all kinds of articles and checklists, many of which contain great information. A lot of these approaches deal mainly with integrating the new employee in their job and introducing them to the culture of the company, as well as the policies and procedures. In terms of performance and productivity here's some additional information that I think will be helpful. One of the most important documents is the job description. This document should have already been introduced to the person during the hiring process, but it's important to go back to it as part of the orientation. A strategic meeting should be held with the new employee to review the role description and to discuss the goals of the department and company. This will help the employee understand how their job contributes to the bigger picture. During this meeting the manager should have a discussion with the new employee about setting specific learning and performance goals for the first 90 days of the job. The first 90 days is often considered a probationary period, it's the time usually required for the person to get a good sense about the company and about performing the key tasks of the job. One approach is to ask the employee to come up with their performance commitments for the first 90 days based on your discussion in that initial meeting. This will help you to see how well they've understood the job requirements and what's expected of them. It will also show you how well they are able to articulate goals in writing. A second meeting would be held the next day or so to review what they are proposing as performance goals and to discuss and finalize. This will establish a good understanding through a mutual dialogue. One thing that should be included in the agreement is support commitments from their manager. The employee needs to identify where they feel they will need help to learn what is required in order to meet their commitments. Once this is established, you can then determine a training plan to provide the resources and support required to meet their performance objectives. Depending on the complexity of the job a daily check-in with the new employee might be required, but I suggest a weekly review to make sure everyone is on track to meet their commitments. You can refer to my previous video and article on writing a job description, where you can also find a link to download a job description template and sample completed job description. Once the 90 day period has approached you should do more in depth evaluation of their performance and then set new performance goals for the next 90 days to six months. The idea is to have regular discussions and take a coaching approach to managing your employees. This creates a win-win scenario for everyone. As always, please leave your comments and subscribe to our YouTube channel to get notified of new videos as they come out. Thanks for watching and see you soon.
Views: 9102 Stephen Goldberg
Responsibility, The Key to Employee Performance Management
 
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How responsible are you and your employees Responsibility is key to creating excellence in personal and organizational performance. I will talk about that in today's video. Hello, I'm Stephen Goldberg of Optimus Performance http://www.optimusperformance.ca/ and we work with business owners and leaders to have them develop self-motivated and highly productive employees and salespeople, which causes managing to be easier, less stressful and more profitable. Every week I bring you a new video with tips and information that you can put into practice right now. So please subscribe to my channel to get news of new videos. Responsibility is a key factor in determining how well an organization performs. Organizations are made up of people and when people take responsibility for their actions and behaviors things get done on time and the right way. Highly responsible people are actually response able. In other words, they are able to respond to people and situations more appropriately. They function at a higher level in every way, intellectually, emotionally and physically. They don't make excuses and blame others. Of course, nothing is perfect and things don't always go as planned. But responsible people will take action when there are problems that stand in the way from expected results. They will communicate with those involved, so everyone knows what the problem is and how it is being dealt with. Responsible people not only get more things done with higher-quality, but they also take responsibility for how they interact and behave with others. This applies to everyone they communicate with, customers, suppliers and coworkers. Attitude Responsible people demonstrate a more positive and mature attitude toward situations and people. They're better able to respond to challenges and to sensitive issues. Can responsibility be taught? We cannot change people, but we can teach people to be more responsible and accountable. How difficult is this? It all depends on the person and the culture of the organization. Responsibility is linked to someone's personal beliefs, values and attitudes. It is also a reflection of their intellectual and emotional maturity and this can grow through personal development. Of course it's best to hire people with the right attitudes to start with. But sometimes we make mistakes or people develop bad attitudes for various reasons. Situations that occur with coworkers can cause people to become disengaged in their work and take less responsibility. Leaders of organizations need to define their personal and organizational values in order to create a culture that supports responsibility. These values can be translated into expected behaviors that the organization wants to see from its employees. These must be communicated as part of job expectations. Personal development training, such as leadership and team development must contain components of attitude development towards becoming more responsible and accountable. Teams cannot grow. If there is a lack of responsibility amongst team members. Training Even with personal development training people do not always get the message and make the effort to change their attitude and become more responsible. One good analogy is the high school dance. Those who had great attitudes and participated in extra curriculum school activities, such as the dance were so excited about it that they helped organize the event. They also were the first ones to get up on the dance floor. They would also encourage others to participate and dance. Those who were less self-assured and perhaps shy, would come to the event, but take time to get up the nerve to ask somebody to dance, if they did at all. But they weren't the problem ones because at least they showed up and made an effort. It was those that found a way to sneak in and stayed only long enough to put the whole thing down before they went to the pool hall to drink, smoke and talk down on everyone who was still at the dance. These are the people who are very hard to change, and if they don't show a willingness after some time and encouragement, then it is time to have them move on. It's the responsibility of the leaders of organizations to ensure that they hire develop and retain highly responsible people who will drive a culture of excellence, continuous improvement and innovation. This is the only way to survive and thrive in an ever competitive global economy.
Views: 2454 Stephen Goldberg
How to apply progressive discipline to address employee performance problems
 
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http://www.optimusperformance.ca/blog/ How to apply progressive discipline to address poor employee performance or unacceptable behavior on the job is something that every supervisor or manager must learn to do at one point. It is almost inevitable that at some point discussion and feedback with the employee does not work to address the problem of poor performance. These 4 steps are accepted good practices that often works to resolve that always works to resolve the situation. It might end up in firing the employee, which is the last step in the process, but at least the problem does get resolved. Here is the link to the full blog article http://www.optimusperformance.ca/how-to-apply-the-steps-to-progressive-discipline-to-address-employee-performance-problems-2/
Views: 3985 Stephen Goldberg
Understanding the 4 Stages of Learning to Develop a New Skill or Habit
 
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The 4 Stages of Learning to Develop a New Skill or Behaviour Learning a new skill or making a change in behavior as a result of a training workshop or learning program does not happen just from your participation in the activity. Real learning happens when the desired outcome of the training actually manifests itself in the performance of your activities or of the way you behave. Unconscious Incompetence To achieve real change requires that we go through four stages of learning. The first stage is making us aware of what we don't already know. This is called the unconscious incompetence stage. We must first become aware of the things we need to learn and what we don't already know in order to be open to the new material and to make the effort to put it into practice. Conscious Incompetence This leads us to the next level of learning, which is called conscious incompetence. Now we know what we didn't know and are more open to learning, but we still cannot perform the new skill or behavior. Conscious Competence Once we start putting the skill or behavior into practice through guided instruction, we now go through the next stage of learning, which is conscious competence. This means that we can perform the skill or behavior, but we need to be thinking of what we're doing and still be guided and corrected. Unconscious Competence The more we practiced the new skill or behavior. We gradually become better at it until it is fully learned and we reach the next stage, which is called unconscious competence. This is the goal of every training program were ultimately the new skill or behavior becomes a habit and second nature. We no longer need to think about how to perform each step we just do it naturally. A good analogy is learning how to drive a car. The first step was to learn the theory behind driving in a classroom before we even went out on the road. The next step was to get behind the wheel with an instructor and to learn the different controls and operations. Once we were comfortable with that, we started to practice driving perhaps in a parking lot and slowly went out on the road with the instructor who gave us feedback and made corrections. As we practiced more and more we became confident based on the results and the feedback from the instructor until the point that we were doing things automatically. When you drive to work next time, look at the faces of people driving the other cars. Most of the time people are thinking about something other than driving the car itself, but we all somehow show up to work safely. This is a good example of unconscious competence. This process is more difficult for a behavioral change as compared to learning a mechanical skill, such as learning to operate a computer program or machine. A behavioral change is linked to beliefs and attitudes and thus requires greater awareness of your thoughts and reactions to people and situations in order to consciously put into practice the new behaviors.
Views: 3582 Stephen Goldberg
Employee motivation and job satisfaction
 
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Employee motivation and job satisfaction We all want employees to be motivated in their jobs and if we’re the employee we want to enjoy our work. The employer’s responsibility is to make sure that the work being performed by the employee is for the most part the type of tasks that interest them. The employer also needs to provide the proper working conditions, support, compensation and rewards that meet the needs of the employee. On the employee’s side it is the responsibility of each person to find work that interest them and choose a company that will provide the type of conditions that are motivating. You must understand yourself and know how your personal interests translate into jobs in the workplace. Just because somebody has a skill for something doesn’t necessarily mean that they are passionate about the work. If you want to get the best out of people you need to align what they’re good at with what they most enjoy doing. For example a classic error made by many companies is to promote the best employee to be a manager or supervisor. Take an employee who sells complex computer hardware solutions to large companies and whose interests are mainly associated with selling, technology and creativity. This person might excel at their job of helping clients solve complex problems, but put that person into a management role and he or she might fail. The management role in this case would require someone with high interests in people, as one of the main tasks of a manager is to develop others so that the department can perform and grow. Without the people interest the new manager might continue to override his salespeople because his skills and interests lie more in problem-solving in creative ways that produce a sales result rather than and coaching and training the salespeople to perform at a higher level. Self-understanding To better understand ones key interests requires some self-reflection or an assessment tool. When hiring people an assessment tool can be extremely useful to get a quick and valid understanding of what someone’s interests are. I use the Profile XT (http://www.profilesinternational.com/employee-assessment-products-overview/profilext-personality-assessment-test/) and the Profile Sales Assessment (http://www.profilesinternational.com/employee-assessment-products-overview/profiles-sales-assessment/) to provide greater understanding of people. These tools cover six interest areas; enterprising, people, technical, financial/ administrative, creative and mechanical. The assessment tool determines the top three interest areas of the person and compares that to the requirements of the position. Take Stock of your Interests Another approach to understanding your interests is to write down the things you do that interests you the most and the things that you dislike the most at work or at home. For example I enjoy anything that allows me to be creative both when it comes to business as well as artful pursuits. I also enjoy business and have turned hobbies into businesses. I know I dislike administrative work as I tend to procrastinate and avoid those tasks. I particularly like to help others solve problems that will help them be more successful. Thus it makes sense for me to be a coach and trainer helping people solve business problems in creative ways. Although it is extremely important that we have the right skills for the job if we really enjoy and are passionate about the work, we will be much more fulfilled and successful. This will translate into better performance and rewards for ourselves and our company. Stephen Goldberg
Views: 4427 Stephen Goldberg
The Best Leadership Style for Continuous Improvement
 
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Developing a leadership style to support continuous improvement http://www.optimusperformance.ca/deve... Continuous improvement is crucial for the ongoing success and growth of any business and organization. Your leadership style can either promote or hinder people practicing continuous improvement. I’ll talk about that in this video. In a previous article and video http://www.optimusperformance.ca/using-what-if-for-continuous-improvement-creativity-and-better-team-collaboration-2/), I talked about how to get employees to be more creative and drive continuous improvement. I spoke about three key components, which were the type of person (http://www.optimusperformance.ca/unde...), the level of self-esteem and self-confidence of people (http://www.optimusperformance.ca/improving-employees-self-esteem-and-self-confidence-2/) thirdly, the culture of the company and the style of leadership. The culture of an organization is driven by the values (http://www.optimusperformance.ca/how-...), beliefs and the style of leadership of top management. Thus, the leaders of organizations must evolve in their thinking and leadership style in order to drive continuous improvement from employees. A participative leadership style is required to promote and support continuous improvement from employees. It necessitates taking a proactive approach to solving problems, rather than being reactive. This means practicing prevention rather than fighting fires. It also means developing autonomous teams comprised of team members who are mature enough to facilitate problem-solving sessions in their respective teams or department. This requires training on team problem-solving development, which includes interpersonal communication skills and problem-solving techniques. You cannot expect to just put a group of people together and presume they will work as a team. Just because people get along with each other does not mean that they are working as a team. Teams need to grow from the stage of dependency to an interdependent state where they function more autonomously. Working this way they are able to step back from the day-to-day tasks and brainstorm to find ways to make improvements and then propose well thought out solutions to management. A participative leadership style does not mean total democracy in decision-making. There are times when leaders need to take charge and be more autocratic in their style. But there needs to be a balance between controlling everything and having employees participate in decision-making and problem-solving. Everyone has ideas and experience that they can contribute towards continuous improvement. Certain types of people (http://www.optimusperformance.ca/unde...) embrace participating in these activities while others may shy away from it. The challenge is to get everyone to participate and this is why team development and problem-solving training is imperative. Trust is another crucial element for employee involvement in continuous improvement. Trust needs to be established at all levels, between leaders and employees and also amongst employees and within teams. Creating a mindset throughout an organization that promotes people practicing continuous improvement takes time and commitment on the part of leadership. Leaders need to assure adequate coaching and support to employees in order to go from simple task execution to continuously finding new and better ways to do things. Any organization that clearly sees the benefits of performing continuous improvement and makes a commitment to the process can only reap great rewards.
Views: 3079 Stephen Goldberg
Promoting an Employee to Manager
 
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Promoting an Employee to Manager http://www.optimusperformance.ca/ Links to other videos mentioned in this video: Here is the link to the article and video on How to Write a Job Description: https://goo.gl/UGWMYZ A good resource for writing a job description: https://goo.gl/RXPNoy Conduct an psychometric evaluation of the person: http://www.optimusperformance.ca/assesment-tools-solutions/ Style of Leadership & Team Development: http://www.optimusperformance.ca/style-of-leadership-team-development/#leadership_training_vimeo Description of this video: I have often come across companies promoting the best performing employee to a manager. The problem is that the best performing employee does not guarantee that they will be a good manager. What often happens is you lose a good performing employee and gain a poor manager. Promoting someone to a new position especially management, should follow a similar process as hiring a new employee. Link to blog article: http://www.optimusperformance.ca/promoting-best-performing-employee/ Link to previous video: How to Inspire Teamwork https://www.youtube.com/watch?v=awO-aK8Rv64 Links Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 1592 Stephen Goldberg
How to coach an employee to improve performance
 
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In this video I will cover how to conduct a follow-up coaching session with the goal of improving employee performance. In my previous video blog I explained how to use a job description to initiate a coaching process with the goal of improving performance. Prior to that, I showed how to write a job description using my job description template in this blog video. The follow-up coaching session is really an ongoing process of coaching for continuous improvement through goal setting, problem solving and clear communication between the manager and his/her direct reports. Here are some suggested steps to run a successful coaching session. To read the rest please follow this link http://www.optimusperformance.ca/how-to-coach-an-employee-to-improve-performance-follow-up-session-2/ To download my job description template please visit this link http://www.optimusperformance.ca/how-...
Views: 4734 Stephen Goldberg
How to Get the Maixmum Return on Investment from Employee Training & Development
 
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Maximizing Your Return on Training and Development of Employees. Training and development is an essential element of organizational performance. Often, though training does not produce the expected results, which means improved performance of the employee on the job. This is especially true for behavioral skills, which is often harder to change and to measure. Three steps to success There are three things management needs to do in order to ensure that the desired results is achieved from the training of employees. The first thing is to clarify expectations by setting goals and defining what the expected outcome of the training will be. This needs to be communicated to those receiving the training so they understand what is expected of them, as well as the benefits to both the organization and themselves. The training program. Training works best when it is spaced over time, rather than a one day a workshop. This approach allows both the trainer and the trainee to adjust themselves to sure that they will meet the expectations and goals the training program and of the organization. Follow-up plan. The third component of a successful training program is to plan a follow-up schedule in order to measure if the desired skills and behaviors are being applied on the job. Follow-up plan should include measurement of results that are linked to the original objectives of the training program. Management needs to communicate the follow-up schedule with the employee and set specific goals to be achieved within that time frame. By following the simple plan of setting goals and expectations for the training, monitoring the progress of the training and then putting in place a follow-up system, you can ensure that your training program will produce the desired results.
Views: 1890 Stephen Goldberg
How to Write & Use Affirmations to Create Positive Change
 
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Affirmations are an effective tool to creating lasting change and to support a highly important goal. It's crucial to write and use the affirmation properly and this video explains how. How to Write and Use Affirmations http://www.optimusperformance.ca/ 514-676-4445 Affirmations are highly effective to support a goal to change a behaviour or to modify a negative self image. You must be clear on your goal (http://www.optimusperformance.ca/writing-goal-statement-change-behaviour-habit/) or the change you want to have about yourself. My previous articles and videos on the behaviour change process (http://www.optimusperformance.ca/changing-behaviour-become-better-leader/) is a great way to get started (http://www.optimusperformance.ca/writing-goal-statement-change-behaviour-habit/) on clarifying your goal....... Link to blog article http://www.optimusperformance.ca/how-to-write-an-affirmation/ Link to download Goal Setting Worksheet https://goo.gl/fvXC0j Leadership Qualities of an Effective Coach: https://www.youtube.com/watch?v=Pf88t... A Leadership Job Description :http://www.forbes.com/sites/mikemyatt... How to set and achieve any goal using a goal planning worksheet: http://www.optimusperformance.ca/how-... Learn How to Write a Job Description including a downloadable template https://curious.com/stephengoldberg/j... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac... Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY
Views: 907 Stephen Goldberg
Screening Candidate Resumes for Hiring & Selection of Employees
 
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When you post a job advertisement(http://www.optimusperformance.ca/finding-top-employees-for-your-company-2/) you will hopefully start receiving lots of resumes and you need to go through them quickly as top candidates are the most sought after. If you have asked the candidates to write a cover letter explaining why they would be ideally suited for the job as I suggested in my last article (http://www.optimusperformance.ca/finding-top-employees-for-your-company-2/), you will immediately get a sense of how motivated they are and also see their writing skills. When reviewing the resumes you want to check for the skills that are most essential for the job and eliminate the resumes that lack those critical skills. Once you have a sufficient number of qualified resumes you can conduct short telephone interviews. This will help you get a feel for the person over the phone and also assess language and communication skills. I like to keep these telephone interviews to no more than 10 minutes. If I want to go further with the candidates from the telephone interview I will ask them to complete an online assessment that will provide more in-depth information about their past work history and their honesty. “Forty-two to 55% of resumes (http://www.bna.com/resume-fakery-rampant-n17179910654/) have some type of embellishment or inaccuracy” according to Theresa Preg at Atlanta based background screening company First Advantage. I use the STEP ONE SURVEY II (http://www.profilesinternational.com/employee-assessment-products-overview/step-one-survey-pre-employment-screening-test/) from Profiles International (http://www.profilesinternational.com/employee-assessment-products-overview/step-one-survey-pre-employment-screening-test/) to provide more structured and detailed information about their past work history as well as issues concerning theft of property, data and time. It also measures their attitude in three dimensions, integrity, reliability and work ethic. What I particularly like about this assessment tool is it provides structured interview questions to use in the first interview. It pinpoints things I should look out for and develops interview questions so I don’t need to spend a lot of time formulating my own. It also tells me if the person was frank when they answered the questionnaire so I know if I can rely on the information. When hiring a top performer you want to consider three components, the past, the present and the future. The resume and Step One Survey(http://www.profilesinternational.com/employee-assessment-products-overview/step-one-survey-pre-employment-screening-test/) will help gather information about the past and if the person has the knowledge and skills to fit the job. The interview will provide information about the present and give insight into how the candidate will fit with the company fit. To evaluate future performance you want to look at the past present and incorporate further assessment tools to determine job fit. Reference checking will also further validate the information from the resume and interviews. In future articles and videos I will cover the interview, reference checking and more in depth assessment tools to ensure that you’re hiring the right person for the job. Stephen
Views: 6845 Stephen Goldberg
How to write a job description template sample
 
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How to write a job description uses a sample job description and job description template that I wrote for an actual job. I review each component of the job description so you can write your own properly. You can also download the job description template in Word and the sample job description from my blog at this link.http://www.optimusperformance.ca/how-to-write-a-job-description-2/
Views: 32716 Stephen Goldberg
The Difference Between a Group and a Team
 
03:55
What is the Difference between a Goup and a Team of Employees? The Secret Sauce Revealed What is the difference between a group and a team of employees? I ask this question during our training programs on leadership and team development. The most common answer is that a team of people have a common goal. While this is certainly an important aspect of mobilizing a team, a group of people can also have a common goal..... Read full article here: http://www.optimusperformance.ca/between-a-group-and-a-team/ Links Stephen Goldberg Google + profile https://plus.google.com/u/1/+OptimusPerformance Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 1016 Stephen Goldberg
Employee Reference Checking for New Hires
 
05:15
Ask the expert in the comment section. Once you have been through interviews and are satisfied that you found the right person, reference checking will help you validate the information from the interviews and the resume. This may lead to a final interview or job offer. If a candidate is presently employed, you might want to make a job offer on condition that you can speak with their present boss to validate your information. Performance Based Questions Performance Based QuestionsBrad Smart, author of Topgrading (http://topgrading.com/) recommends letting your candidates know throughout the interview process that you will be validating the information provided by them with their former employers. This will remind the candidates to be frank in their answers. He also recommends asking performance based questions that highlight specific accomplishments in task or responsibilities that are crucial for job success. For example if you are hiring a sales representative for selling software services, you might ask the candidate “tell me about your methods for prospecting”. Another way to ask this question to elicit measurable performance would be “tell me about a prospecting method you used to develop new clients and what the measurable outcome was of a specific campaign"? The second question will provide measurable results that can be verified with the former employer. This line of questioning takes more time and preparation and the level of difficulty to generate measurable performance metrics will vary depending on the job. For example in more routine type jobs this would be more difficult to generate specific examples so your Tests & Assessmentsgoal would be to check that they actually performed the important tasks of the job and the level of skill and quality of work. Tests & Assessments Link to eSkill Link to eSkill http://goo.gl/1GdKej In my last article on interviewing candidates (http://www.optimusperformance.ca/conducting-interviews-for-hiring-top-employees-2/) I suggested using assessments, one for the first interview and another for the finalists. Once I choose my best candidates from the first interview I use the Profile XT (http://www.profilesinternational.com/employee-assessment-products-overview/profilext-personality-assessment-test/) assessment to gain better insight. The Profile XT is a total person psychometric assessment as it measures thinking style, behaviour and occupational interests. Furthermore, it matches the person to a customized performance model for the position, thus you have more data to predict future performance and gain deeper insight into what may not be obvious about the person. Assessments should only contribute to one third of the hiring decision. The other two thirds should be their knowledge, skills and experience and their fit with the culture of the company. Brad Smart also recommends asking the candidate to contact their references to arrange the phone interviews for you. I have used this method and it really works well, because in the past I often had difficulty in reaching the references. Questions for References Questions for ReferencesHere are a few good questions to ask the references and also a relevant article (http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-screening-techniques/reference-checking-questions.aspx) containing more questions and suggestions. What were this person’s main responsibilities when he or she was hired? And later? What were the person’s strengths and weaknesses? How did this person perform in comparison to his or her colleagues? Why did this person leave your company? Would you employ this person again? Why? Reference checking interviews are an essential component hiring candidates and will validate the information collected during the various stages of the selection process. Steve Goldberg
Views: 8881 Stephen Goldberg
How to Inspire Teamwork
 
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How to Inspire Teamwork http://www.optimusperformance.ca/ Links to other videos mentioned in this video: Style of Leadership and Team Development: http://www.optimusperformance.ca/style-of-leadership-team-development/#leadership_training_vimeo My Team & I: http://www.optimusperformance.ca/my-team-and-i/ Teamwork Effectiveness Evaluation Worksheet: https://goo.gl/puADww Here is the link to information on the book CrazyZoo! Know Thyself Made Easy https://goo.gl/gKyfxc Description of this video: Every progressive business owner and leader wants to inspire teamwork in their organization or department. But this is easier said than done. In our training programs Style of Leadership and Team Development and My Team & I, we ask the question “what is the difference between a group and a team? Link to blog article: http://www.optimusperformance.ca/inspire-teamwork-in-your-organization/ Link to previous video: Annual Performance Review Best Practices https://www.youtube.com/watch?v=wkaBvOWYr1s Links Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 622 Stephen Goldberg
How to achieve any goal using  a goal planning worksheet
 
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http://www.optimusperformance.ca/how-to-set-and-achieve-any-goal-using-a-goal-planning-worksheet-2/ Download my new FREE Goal Planning Worksheet Template form & example http://eepurl.com/ccGNlX Focusing on achieving one very high priority goal has great benefits because if you choose the right goal, you will achieve many sub goals as well. I will cover this in detail in this blog and video along with a step by step explanation of how to achieve it. For the last several years I have published a Year in Review Goal Planning Guide. In that guide you are shown how to set several important goals after a review of your previous year. Go to this link to download http://www.optimusperformance.ca/year-in-review-goal-setting-guided-training-video-2/ My experience tells me that most of us set too many goals or resolutions that we quickly lose focus on and forget. I find it is much easier and productive to focus on one highly important goal and progressively take action to achieve it one step at a time. What usually happens is that as we take action to achieve the goal, we realize many sub-goals along the way. This provides fast results and rewards and keeps us motivated. For this to work properly, you need to have the right goal. That is why I suggest going through my Year in Review video and downloading the PowerPoint so that you can fill it in. I'll walk you through a summary of each component of setting this goal. You can download the goal planning worksheet and goal planning worksheet sample to follow along and complete your goal planning form right now on your computer or print it out and write it down with a pen. Go to this link to download the forms from my blog http://www.optimusperformance.ca/how-to-set-and-achieve-any-goal-using-a-goal-planning-worksheet-2/ and read the whole article Good goal planning and please leave your comments below and hit the subscribe button to get the latest blog articles and videos.
Views: 2223 Stephen Goldberg
10 reasons to write a job decription
 
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http://www.optimusperformance.ca/blog/?lang=en 10 reasons to write and use a job description I was motivated to write this blog article after a coaching session with a client who decided he needed to hire an internal sales rep so he could free himself to work on pro-active sales to his niche market. There is often a resistance on the part of business owners and managers to write job descriptions. They usually want someone else to do it for them. But there are many excellent reasons to write a good job description. I have included a link to download a simple job description template. Here are 10 good reasons to write a job description 1. Help you to hire the right person for the job 2. Use it as an aid to conduct hiring interviews 3. Use it as a starting point to write an advert about the job 4. Use it to make sure you are clear about what you expect from your direct reports 5. Use it as a tool to clarify performance expectations of your direct reports 6. Use it to meet with your direct reports to make sure your expectations are aligned 7. Use if to set goals with your direct reports 8. Use it to conduct regular performance appraisals 9. Use it to identify training needs 10. Use it as a tool to protect you and your company against complaints of wrong dismissal. Now ask yourself when was the last time you wrote a good job description and reviewed it with your current employees? Here is a link to download a job description template. In an upcoming blog I will cover how to complete a job description. If all this makes sense then set some time now to get started on this. Once you have written a few, it should not take longer than 1 hour to write a good first drat. I recommend writing a first draft, let it sit for a day and then complete it. In university they teach you that to write a good job description you need to have an unbiased person observe the person performing the tasks and then write it up. But this is a laborious process that often never gets done. So don't play it by the book. Just do it! The job description template in Word can be downloaded fromv the blog article
Views: 1466 Stephen Goldberg
Employee Performance Evaluation Criteria and Template
 
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What criteria is best used when conducting an employee performance appraisal? Many companies and business owners face this problem and often search for forms and ready-made templates, which are easily found online..... Link to blog article: http://www.optimusperformance.ca/employee-performance-evaluation-criteria/ Link to download forms mentioned in this video http://eepurl.com/ccGNlX Links Stephen Goldberg Google + profile https://plus.google.com/u/1/+OptimusPerformance Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 1160 Stephen Goldberg
Most Effective Leadership Style
 
03:53
Most Effective Leadership Style http://www.optimusperformance.ca/ 514-676-4445 Effective leadership styles vary from a control style to a participative style. The right leadership style (http://www.optimusperformance.ca/does-your-leadership-style-motivate-people-for-high-performance-3/) should depend on the situation and the leaders’ objective...... Link to blog article: http://www.optimusperformance.ca/the-most-effective-leadership-style/ CrazYZoo! Know-Thyself Made Easy by Fritz Glaus https://goo.gl/gKyfxc Link to previous video: Visualize a Change in Behavior Goal https://www.youtube.com/watch?v=pDIPetMBo5E A Leadership Job Description :http://www.forbes.com/sites/mikemyatt... How to set and achieve any goal using a goal planning worksheet: http://www.optimusperformance.ca/how-... Learn How to Write a Job Description including a downloadable template https://curious.com/stephengoldberg/j... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac... Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY
Views: 891 Stephen Goldberg
How to have Employees be more Creative for Continuous Improvement
 
04:45
How to get employees to be more creative and drive continuous improvement http://www.optimusperformance.ca/how-to-get-employees-to-be-more-creative-and-drive-continuous-improvement-2/ Continuous improvement and creativity go hand-in-hand. Entrepreneurs and business owners are typically creative people in the business sense and usually craft their businesses from an idea. It often takes a lot of trial and error to develop a winning formula for your business. Even though there are best practices that can be followed from a business strategy and management perspective, each business has its own personality and thus there is really no cookie-cutter approach. As businesses grow and take on more employees. The business owner can no longer be involved in every aspect in detail of the business. He or she must rely on forward thinking employees who care enough about the business to want to make improvements. There are three key components that affect the ability of employees to be creative, and continuously improve how they do things. The first component is their human type. Certain types of people enjoy change and other types prefer keeping things as they are. The second component is the level of self esteem and self confidence of the person. The higher these elements are in the employee, the easier it is for them to take risks and try new things. The third component is the culture of the company, based on the leadership style of the business owner and top management. It is not enough to expect people to come forth with suggestions for improvements. The business leader must create a platform for people to engage in continuous improvement discussions so they can draft well thought out proposals to management. In fact, the essence of teamwork is not only to have the right synergy amongst team members in order to execute well on a project. Equally important is for team members to be able to meet together and find opportunities for improvement that will keep the organization more nimble and effective. Even the types of people who don't like change, often have good ideas for how to improve things. They're usually reliable dependent workers who you know will perform their tasks in a consistent fashion. To have all employees contribute to continuous improvement business leaders simply need to organize regular problem-solving or continuous improvement meetings that uses a structured approach that is efficient and gets everyone to participate. Business leaders can also raise people's self-esteem and self-confidence by coaching them to do more challenging work and then giving regular positive feedback. The more that the business leader delegates responsibilities and decision making. The more people will fill engaged and committed to the business and will want to ensure the company success. If management is going to encourage employees to contribute their ideas for continuous improvement management must act on these ideas or let people know why they can't. Even with all the new applications for sharing information amongst employees and management, is still in some ways, just like the old suggestion box. People do not see their ideas taken seriously. They will just develop a poor attitude towards management and the attempt to have them participate in idea generation. In today's global economy is imperative that every organization utilizes all its resources to continuously improve and find new ways to do things. If your competition is doing it. And you're not. You are to big disadvantage and risk becoming insignificant to your clients. Everyone can improve something every day that does not require approval from management. It could be just how customers being served to learning a shortcut on a computer program that will save time. We just need to have the mindset to want to improve and look for opportunities that are all around us.
Views: 2421 Stephen Goldberg
Understanding Different Types of People
 
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Learn your classic type by reading CrazYZoo! Know Thyself Made Easy by Fritz Glaus http://goo.gl/bA16kU Visit my blog page for practical articles and videos http://goo.gl/eUS2fp Subscribe to my newsletter http://eepurl.com/gChMb Understand different types of people to make working together easier. In this video and article I will talk about the various types of people and how this impacts leadership and employee behavior. In my last video and article I spoke about how to have employees become more creative so they can contribute better ideas for continuous improvement. Here is the link to that video http://youtu.be/h8u99OnSLZ0. I mentioned that the first component to that is to understand the different types of people and how each type views change. Change is an important element of creativity and continuous improvement. Everyone is unique, no two people are the same. This is true for our DNA, our personalities and our type. We have often heard the expression, he or she is not my type said to us by a friend. But what exactly does that mean? There are six classic types of people and many combinations of types. So no two types can be the same. What is similar is the core tendencies of each classic type. The basis for the classic types is rooted in our dominant intelligence. There are three intelligences that each human being processes, the physical or instinctive intelligence, the emotional intelligence and the intellectual intelligence. Some practitioners of neuroscience calls them the three brains. The basic difference between people starts with their dominant intelligence. A person who is dominated more by the physical or instinctive intelligence is more focused on physical beauty and pleasures and on performing tasks with force and determination. The emotional types are heart centred people and see life through their emotions. They tend to want to help others and promote happiness. They make good listeners and are highly empathic. The intellectual types use their intellect first to interpret situations and people and define their preferences. They tend to like to express their ideas and opinions of which they have many and are prone to do a lot of research and analysis. Just from these brief descriptions you might already have a new perspective on yourself and your team of employees. The better you understand someone's dominant intelligence and type the easier it is to work with them. Each type has their strengths and weaknesses depending on the situation, relationship and task at hand. To improve one's effectiveness in working with others and performing tasks well, each person needs to become better balanced in the three intelligences. This means using a good balance of your intuition or physical smarts, your intellectual thinking and your emotions. When all three are in good balance one can be highly effective in their relationships and task execution. I learned about this types of people approach from my former colleague Fritz Glaus. Fritz wrote a book about this and also developed a leadership and team development training program http://www.optimusperformance.ca/understand-types-of-people-for-improved-knowledge-of-self-and-employees-2/ that incorporates the six basic types methodology. The reader gets involved by making a choice about himself before the start of the story and another one as he progresses through it. He discovers himself by taking on the role of one of the animals in the story. It is a simple yet highly effective method of learning about oneself and about others. You can download the book from this link for $5. https://www.paypal.com/cgi-bin/webscr.... I will talk more about the types of people approach to self-knowledge in future videos. For now I encourage you to observe yourself and others to determine which of the three intelligences is most dominant and how it affects your behaviour and relationships. Stay in touch by subscribing to this channel and share your thoughts as well. Here is the link to the last video about employee creativity I mentioned earlier. Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY
Views: 1956 Stephen Goldberg
Leadership Skill Tip, Disagree & Commit. Inspired by Jeff Bezos of Amazon
 
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http://www.optimusperformance.ca/blog/ In this video I talk about a technique used by Jeff Bezos of Amazon to facilitate decision making so it does not stall innovation and hamper risk taking. He explains this in his annual letter to shareholders that you can read in the article. The link is below. Links Article about Jeff Bezos https://goo.gl/sG2Tu0 Stephen Goldberg Google + profile https://plus.google.com/u/1/+OptimusPerformance Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 843 Stephen Goldberg
Giving Negative Feedback for Improved Performance
 
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Giving Negative Feedback for Improved Performance A necessary part of leadership and teamwork is to give feedback to team members and direct reports. In my last article ( http://www.optimusperformance.ca/using-feedback-to-engage-and-motivate-employees-and-team-members-2 ) and video (https://youtu.be/YTcUk9ogrS8) I gave an overview of using positive and negative feedback to engage and motivate employees. In this article and video I’ll cover giving negative feedback with the goal of improving performance and productivity. When viewed from this perspective negative feedback can act as a coaching and training activity. When It is important to give negative feedback soon after the need for improvement is perceived. Of course this will vary according to the activity that’s taken place as sometimes you only see the results once the project is completed. The longer you wait to give negative feedback, the harder it becomes and the worst off for both parties. So don’t procrastinate on this and make it timely. Where Give negative feedback in private. Sometimes people can be defensive when getting negative feedback and do not want to appear weak in front of their coworkers. What How does the result of the work differ from what you were expecting? This is what you want to focus on as that’s what’s important. How Start by giving positive feedback on what was done well. You want the person to continue using that skill or ability for the positive results. Explain what you would have preferred for what needs to change. In this way you are redirecting their focus to the expected result and goal. Approaching the person in this way will have them be more open and less defensive to your feedback. This makes it easier to discuss what they need to do to produce better results. It may also help you determine where they may need additional support in order to achieve what you want. Commitment Through discussion figure out how the person will solve the problem and get a commitment of what they will do different to produce a better result. You can have this put in writing so there is an agreement and paper trail. Support Through your discussion of improvements there might be further training or coaching required or additional resources needed. Make sure you provide that and add that to your written agreement. Example Suppose someone is working on a media presentation for a sales meeting with potential customers. You want certain types of animation of graphic elements in some of the slides and the person did not deliver what you expected. Following my suggestions you would first start by telling the person what you like about what they’ve done. You could say I like the font you chose and the colour scheme of the overall project. It shows you have good judgment to make things aesthetically pleasing and comfortable for the viewer. For the negative feedback portion you could say; I was expecting to have the graphics on slides four and seven animated to go along the text so they don’t appear all at once. We had discussed this so tell me what happened? By providing the positive feedback first you are balancing both positive and negative feedback and keeping the person open-minded to receive your constructive criticism. As you can see from my example the negative feedback focuses on the expected results and the actual results strives to explore where the problem. This provides a greater platform for open communication and collaboration and keeps the person engaged and motivated. In the following video I demonstrate how this is done with my associate Sonia. Summary 1. make it timely 2. give negative feedback in private 3. start with the positives 4. focus on the results not the person 5. solve the problem and get commitments In my next article and video I’ll cover giving positive feedback in more depth. Stephen Goldberg
Views: 949 Stephen Goldberg
Best Planning Approach for Managers
 
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This approach to planning is the most effective way to have engaged employees who are highly productive. This approach is more effective than the traditional methods managers have used for decades. Importance of Planning for a Manager http://www.optimusperformance.ca/ Links to other videos mentioned in this video: The Responsibilities of a Team-Oriented Manager/Supervisor: http://www.optimusperformance.ca/responsibilities-team-oriented-manager/ The Most Effective Leadership Style: http://www.optimusperformance.ca/the-most-effective-leadership-style/ Description of this video: The importance of planning for a manager goes without saying. Managers need to strike a balance between job skills and people skills. Planning is a job skill that is essential for managers to both master and devote adequate time. Planning includes staying abreast of trends, analyzing market conditions, reviewing statistics and various key performance indicators amongst other things. Link to blog article: http://www.optimusperformance.ca/importance-of-planning-for-a-manager/ Link to previous video: Responsibilities of a Manager & Supervisor https://www.youtube.com/watch?v=ctfYQD2BiqI&t=2s Links Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 346 Stephen Goldberg
Keeping track of Employee Performance for Better Feedback and Improvement.
 
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Keeping track of Employee Performance for Better Feedback and Improvement. Conducting effective employee performance evaluation sessions requires being able to give examples of performance warranting recognition and improvement. The best way to do this is by keeping track of performance using an employee performance record for each employee. Here is the link to access forms and worksheets on the website http://eepurl.com/ccGNlX Links Stephen Goldberg Google + profile https://plus.google.com/u/1/+OptimusPerformance Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 355 Stephen Goldberg
Delegating Authority for Employee Empowerment
 
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Delegating Authority for Employee Empowerment (Read this article on our blog) http://www.optimusperformance.ca/how-to-delegate-work-to-employees-2/ Here is the link to the video on How to Delegate https://www.youtube.com/watch?v=XUw0b... Here is the link to the video Yikes, My Boss is Doing My Job https://www.youtube.com/watch?v=BsM3Q... Employees who are empowered with clear authority for actions and decision-making are more motivated in their jobs, take more initiative and get more done. But it’s the responsibility of the leader to provide the leadership style and conditions that lead to empowered employees. In my last article on delegation (http://www.optimusperformance.ca/how-to-delegate-work-to-employees-2/) I described the mechanics of delegating work and responsibility to employees. In this article I will focus on delegating authority, which will ensure that employees are empowered to take responsibility and make decisions that go with the job. To be effective in delegating and getting the results you want from employees you need to make sure that the employee understands their authority level relative to their job functions. Levels of Authority There are four levels of authority: 1. complete authority 2. act and report 3. act only after consultation 4. act only after approval Defining Authority Levels To define the levels of authority, have the employee breakdown their key functions. Usually 20% of what an employee does are the most important in terms of contribution to goals and business results. Have the employee rate the level of authority according to the four levels listed above. Do the same from your perspective. Meet with the employee and review the list to compare perceptions. Just doing this exercise will generate a good discussion and clarify any misconceptions. A fairly new employee may have many of their job functions at levels three and four, but a long-time employee should have more functions rated at levels one and two. You may need to answer the following questions in order to properly delegate new authority levels to your employees. What needs to happen in order for the authority level to increase? What do I need to do? What does the employee need to do? As in my previous article, follow-up is key in any delegation project. Once it is clear how to delegate new authority you must follow-up to make sure that it’s working well and decisions are being taken correctly. Conducting this exercise with each of you direct reports will help you delegate, make you a better leader and develop empowered employees. Stephen Goldberg
Views: 925 Stephen Goldberg
Managing Employee Performance with a Win Win Agreement
 
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Managers can better manage performance if goals and commitments are set up front and then reviewed and updated on a regular basis. In this video I talk about situation with the coaching client where I am implementing the win-win agreement. I will be going more in-depth on the win-win agreement process in a video coming soon. So subscribe now to be informed on the new videos.
Views: 240 Stephen Goldberg
Confronting Employee Performance Issues
 
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Links Stephen Goldberg Google + profile https://plus.google.com/u/1/+OptimusPerformance Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 327 Stephen Goldberg
An Effective Approach to Employee Accountability
 
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Employee accountability is essential for organizational and team success. When someone drops the ball the repercussions can be serious. So, it is imperative to have good employee accountability on the most crucial tasks and responsibilities. Links Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 Stephen Goldberg google Plus profile https://goo.gl/BjNozD YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 518 Stephen Goldberg
Conducting Effective Job Candidate Interviews
 
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Read the full article on my blog http://goo.gl/ZC6VHl Links mentioned in video Last article on resumes http://goo.gl/WBImZZ Link to Step One Survey info http://goo.gl/dTUh2N Link to article on good interview questions http://goo.gl/ZC6VHl Link to Brad Smart Topgrading website http://topgrading.com/ Link to info on Profiles XT Assessment http://goo.gl/dTUh2N Link to video on Howto Hire & Select Top Employees http://goo.gl/SNmmrn Link to eSkill tests http://goo.gl/1GdKej Conducting Interviews for Hiring Top Employees Have you ever hired the wrong person for the job? I’ve made my share of hiring mishaps and this has cost me greatly in several situations. I remember hiring a salesman who interviewed well and turned out to be an alcoholic. He ended up badly injured in a car accident and totalling the company car. This shocked me into learning how to hire smarter. Conducting good interviews is an important part of the process. In my last article and video on hiring top candidate I talked about screening resumes and conducting a brief phone interview. I also suggested using a pre-hire assessment, the Step One Survey to check for integrity, reliability and work ethic amongst other things. Once you have selected your top prospects the next step is to schedule in-person interviews. This can be done by the hiring manager alone or a hiring team, which helps provide diverse observations. Read full article http://goo.gl/ZC6VHl
Views: 1320 Stephen Goldberg
Proof that Happy Employees are more Productive
 
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Proof that Happy Employees are more Productive I came across this video by the author of The Leading Brain book, Friederike Fabritius. She explains the chemical reactions in the brain that take place when people are happy in their work and performing well. She also talks about change and habits and how to mentally make a change in habits. Here is the link to her video https://goo.gl/k6HJuf Link to blog article: http://www.optimusperformance.ca/proof-happy-employees-productive/ Links Stephen Goldberg Google + profile https://plus.google.com/u/1/+OptimusPerformance Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 247 Stephen Goldberg
What the Manager Needs to Do to Train Employees to Work as a Team
 
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The manager is responsible to train employees to work as team. The manager cannot take it for granted that assembling talented people in the department will result in teamwork. There are essential skills that team members need to learn and develop for the team to move through the four stages of team development..... Read full article here: http://www.optimusperformance.ca/training-employees-to-work/ Support the making of these videos by becoming a Patreon https://www.patreon.com/StephenGoldberg Receive my bi-monthly articles along with my videos http://eepurl.com/gChMb Read articles on my blog http://www.optimusperformance.ca/blog/ Download documents, forms and worksheets http://bit.ly/2jj57vq Links Stephen Goldberg Google + profile https://plus.google.com/u/1/+OptimusPerformance Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 YouTube channel https://goo.gl/da2F45 Blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 91 Stephen Goldberg
Managing Employees for Change & Improved Productivity
 
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Roger was faced with a dilemma. He had to increase the productivity in is department and find new ways of doing things without increasing staffing. The workload of the department was pegged to increase based on sales projections but the past margins were low, so costs needed to be controlled. Roger knew that some members of his team needed to learn new skills because of the workload situation and new technologies that were coming soon to streamline processes and improve efficiencies. One of his challenges was having some of these team members be open and capable of learning these new skills. Why is Roger in this predicament? What does he do? Read the full article on our blog: http://www.optimusperformance.ca/managing-employees-for-change-improved-productivity/ Learn How to Write a Job Description including a downloadable template https://curious.com/stephengoldberg/j... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac...
Views: 221 Stephen Goldberg
Avoid Costly Mistakes When Hiring by Following These 10 Steps
 
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Imagine hiring a high paid executive, firing them after only three months and paying them a one-year severance package costing over $230,000. This just happened in Montreal according to this article that appeared last week in the Montréal Gazette. According to a study by Oxford economics it costs over $40,000 to replace a staff member. The cost estimation is based on lost productivity during the ramp-up period for new employees, as well as the cost of recruitment. To avoid these costs and reduce turnover, here is a checklist of things you should be doing to ensure hiring the right person.... Read the full article on our blog: http://www.optimusperformance.ca/10-s... Write a good job description: http://www.optimusperformance.ca/how-to-write-a-job-description-2/ Write a good job advertisement: http://www.optimusperformance.ca/finding-top-employees-for-your-company-2/ Attract Top Talent Within About Us Company Video: http://www.optimusperformance.ca/attract-top-talent-within-about-us-company-video-2/ Learn How to Write a Job Description including a downloadable template https://curious.com/stephengoldberg/j... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac...
Views: 333 Stephen Goldberg
The Model for Building Trust in Teams
 
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Trust is a fundamental element for building teamwork (http://www.optimusperformance.ca/stages-of-team-development/). Trust means that team members are reliable, accountable and will treat people with respect. But trust needs to be earned. When new teams are formed, trust is usually low because team members don’t know each other well and tend to want to feel each other out. For teams to move from the first stage of team development to the second stage they need to participate in setting ground rules, goals and objectives, procedures etc. They need to organize themselves and this requires discussion for everyone to give their input on decisions...... Read full article here: http://www.optimusperformance.ca/model-for-building-trust/ Links Download documents, forms and worksheets http://eepurl.com/ccGNlX q=http%3A%2F%2Feepurl.com%2FccGNlX&redir_token=P-LHruwa25MccnxdOWMamNtjvP98MTUwODkwMjIwM0AxNTA4ODE1ODAz&event=video_description&v=jsWLArYg2Kk Stephen Goldberg Google + profile https://plus.google.com/u/1/+OptimusPerformance Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 264 Stephen Goldberg
Leadership style and continuous improvement
 
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Your Leadership Style might be holding back Continuous Improvement in your Organization Most leaders want continuous improvement to take place in their organization. But do you ever stop and question your own leadership style and whether it promotes or hinders people from making improvements? Last week I attended the Salon sur les Meilleures Pratiques d’Affaires (https://www.qualite.qc.ca/salon-mpa) (Best Business Practices) organized by le Movement Québecois de la Qualité. The well attended trade show and conference was full of companies showcasing examples of their continuous improvement successes as well as vendors of all types of quality programs, consulting services and training courses. What was very clear from those promoting best practices was the importance of leaders adapting a participative leadership style. All the best practices for assuring quality standards and high performance are based on employee participation. This translates into empowered, autonomous employees and teams. So what is a participative leadership style and how to develop it? It means involving people in decision making and coming to consensus on decisions that employees are responsible for implementing. It means establishing expectations for performance and productivity and empowering teams to work together and solve problems on their own to continuously improve their work. It means listening and giving feedback but not telling. It means coaching people rather than ordering or ignoring. Participative leadership is just one style. On one end is autocratic leadership and the opposite end is democratic. There are times you must be autocratic in your style. For example the fire chief practices participative leadership when there is no fire. But when there is a fire he becomes the director and shouts orders. However, everyone accepts this because they understand the situation and trust the leader. They know this style is required under the circumstance. The same is true in business. Sometimes you need to practice participate leadership and at other times autocratic. But to promote teamwork and continuous improvement you need to adapt a participative style most of the time. This requires a shift in thinking and behaviour. The fundamental behaviors for the leader to put into practice to be a participative leader are: 1. Maintain and grow the self-esteem of employees 2. Listen and respond with empathy 3. Ask for help to solve problems 4. Provide support without removing responsibility There fundamentals are well explained in the narrative book Zapp! The Lightning of Empowerment (http://www.amazon.ca/Zapp-The-Lightning-Empowerment-Productivity/dp/0449002829). In fact we use this book as part of our Style of Leadership and Team Development (http://www.optimusperformance.ca/your-leadership-style-might-be-holding-back-continuous-improvement-in-your-organization-2/) training program for leaders. Leaders must strike a balance between being and doing. In other words before doing the practices associated with quality programs and continuous improvement initiatives, they must start putting into practice the behaviors that foster trust, openness and engagement. The key is to start step by step. Develop an understanding by reading Zapp or get some training in interpersonal behavior skills aimed at coaching people and developing a participative leadership style. Hold problem solving meetings at the management level to eliminate problems that cause you to be fighting fires too often. If you can shift more time to plan, set goals, coach people etc. you will start becoming a participative leader. Our leadership styles and team development training program provides a foundation for developing the core competencies of becoming a participative leader and stimulating teamwork.
Views: 1550 Stephen Goldberg
Managing Millennials at Work
 
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Link to article on Millennials at Work http://goo.gl/Q4h2pe Read the article from this video on my blog http://www.optimusperformance.ca/managing-the-millennials/ Article: Scenario 1: Ryan walked by Cathy’s work station and noticed she was messaging someone on Facebook. “I hope that’s work related Cathy, you know our rules about using social media at work”. Cathy replies” yes I know the dumb company rules but I have a personal situation with my son that I need to respond to now”. Scenario 2: Ryan walked by Cathy’s work station and noticed she was messaging someone on Facebook. “Is everything all right Cathy? You usually don’t comply with the company rules about social media use at work”. Cathy replies “you’re right about that Ryan but I do have a personal situation with my son that I need to deal with now”. Which of these scenarios reflects Ryan acting as a coach leader rather than a manager? Read the full article on our blog: http://www.optimusperformance.ca/managing-the-millennials/ Learn How to Write a Job Description including a downloadable template https://curious.com/stephengoldberg/j... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac...
Views: 1505 Stephen Goldberg
How to Deal with Employee Commitment to Team Goals
 
02:35
Link to blog article: http://www.optimusperformance.ca/dealing-with-team-problems/ One team problem in the evolution of a team is a lack of commitment from team members. This is quite common and there are solutions to this problem...... Support the making of these videos by becoming a Patreon https://www.patreon.com/StephenGoldberg Receive my bi-monthly articles along with my videos http://eepurl.com/gChMb Read articles on my blog http://www.optimusperformance.ca/blog/ Download documents, forms and worksheets http://bit.ly/2jj57vq Links Stephen Goldberg Google + profile https://plus.google.com/u/1/+OptimusPerformance Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 YouTube channel https://goo.gl/da2F45 Blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 172 Stephen Goldberg
Employee self esteem
 
05:15
Improving employee’s self-esteem and self-confidence. Employees with higher self-esteem and self-confidence tend to take more risks, find solutions to problems and are less resistant to change. Hello, I’m Stephen Goldberg of Optimus performance and we work with business owners and leaders to develop highly self-motivated employees and salespeople, which causes managing to be easier, less stressful and more productive. Subscribe to our channel for new videos as they come out. In one of my previous videos I spoke about how to have employees become creative and practice, continuous improvement. One of the key factors I mentioned was employee self-esteem and self-confidence and how this impacts creativity and attitude towards change. Some people are the type that embrace change and risk-taking and others are much more conservative in the face of change in risk. You cannot change someone’s basic nature, but you can improve their self-esteem and self-confidence. Leaders can improve someone’s self perception by the type of feedback they give them. Employees require both negative and positive feedback. There needs to be a balance between the two. Often there is a greater emphasis on negative feedback as we often tend to see what’s not going well versus what is going right. Too much negative feedback can lower someone’s self-esteem and self-confidence. By recognizing good performance and behaviors that lead to that performance will make it easier for the person to receive negative feedback. When done well negative feedback can act as constructive criticism towards continuous improvement. When people receive positive feedback for the work they’re doing it reinforces that they are on the right track and this fuels their self-esteem and self-confidence. Positive feedback should be explicit in that it points out the qualities the person is using to produce positive results. Rather than saying you did a good job on that report, one could say the report you produced was well thought out and presented in a very clear and understandable fashion. You really have a strength to go into depth on things. When done this way you are linking a personal strength to how the task or job was performed well. This can really boost someone’s self-confidence and motivate them to use their strengths even more. Set a goal for yourself to look for things that people are doing well every day. Take notes and formulate how you can give positive feedback using the guidelines described here. Give the feedback. If you make a conscious effort to do this every day. It will soon become a habit and you won’t have to think about it anymore. It takes a conscious to look for the positive. At first it might feel unnatural and uncomfortable to give the positive feedback but this is only temporary and worth the effort. Do it with sincerity and soon it will become natural and easy. This will make you a better leader and manager. I hope these tips were helpful and let us know your experience with giving feedback. Subscribe to our channel and blog get to more videos and articles like this. https://www.youtube.com/user/OptimusPerformance/feed
Views: 561 Stephen Goldberg
Using Feedback to Motivate and Engage Employees
 
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Feedback is one of the most powerful and underused forms of employee engagement and motivation. It is also extremely economical as there is no financial expense in using it and takes very little time. Feedback is an essential motivational tool for leaders but also for team members to build team spirit and high performance teams. Types of Feedback Feedback needs to be both positive and negative. Positive feedback reinforces what the person is doing well and builds self-esteem, self-confidence and trust. It can be in the form of praise and recognition. Negative feedback done well promotes continuous improvement and acts as a way of coaching and training employees and team members. Balancing positive and negative feedback creates an emotional equilibrium. Think of this as a savings account. When you give positive feedback you are making a deposit in the person’s emotional bank account. Negative feedback is like making a withdrawal from the account. Thus it is important to maintain a balance or preferably to give positive feedback more often. Doing this reinforces good performance, feels good, and improves engagement and team spirit. How to Give Feedback Positive feedback should focus on the behaviour of the person that led to the result. Negative feedback should focus on the result and what needs to be different. In my last article ( http://www.optimusperformance.ca/using-what-if-for-continuous-improvement-creativity-and-better-team-collaboration-2 ) and video (https://youtu.be/VPTbLmFwpxE) I used the concept of “What If” ( http://www.optimusperformance.ca/using-what-if-for-continuous-improvement-creativity-and-better-team-collaboration-2 ) as a way to give feedback. This approach combines positive feedback with suggestions for improvement and thus does not seem like criticism. I’ll get into more detail on how to give feedback on future articles and videos so subscribe (http://optimusperformance.us2.list-ma...) to my blog (http://optimusperformance.us2.list-ma...) and videos (https://www.youtube.com/channel/UCMd4...). When to give Feedback Feedback on job performance should be continuous and ongoing. Feedback should be given as soon the action deserving feedback has occurred. This makes both positive and negative feedback more powerful as a motivational force. We see this all the time in sports. When a good jest occurs team members and the coaches are quick to reward or give direction. The Goals and Obstacles to giving Feedback As mentioned earlier feedback is one of the most underused forms of employee motivation, engagement and continuous improvement. To become more frequent and adept at giving feedback, you need to make this a priority based on your understanding of its importance. One good practice for leaders is to set up front expectations of job performance with milestones to achieve. When doing follow-up on tasks and projects the leader can identify actions worthy of praise and things that need improvement. The same is applicable for teams. When teams have a common goal and understand each team member’s role, they can more easily praise each other and keep the team spirit high. Think of the feedback a pilot gets continuously from the flight instruments when flying a plane. He knows instantly when the plane is going off course and makes adjustments accordingly. The same theory applies to employees. Your feedback lets people know if they are on track or need to adjust. Conclusion To keep employee engagement and motivation high: • Establish performance expectations • Develop the habit of giving feedback • Balance positive and negative feedback • Give feedback the right way • Adjust your feedback for the individual Stephen Goldberg
Views: 973 Stephen Goldberg