Engagement Isn't Enough To Drive Employees To Perform At Their Best

Organizations and relationships are complex. Every single person depends on every other single person to successfully carry out his or her task to deliver a promise to the CUSTOMER! If one person fails to keep the integrity of the promise, the whole team can fail.

In professional sports, players get drafted because they have demonstrated their skills and attitude on the field of play. Only the BEST get drafted to the pros. The same applies to business and the recruitment process. We invite people to join our team because we have evaluated that they are a good fit and we believe that they can contribute to our success. When you see a qaurterback get sacked over and over it makes you wonder what's going on? What's wrong with that front line? Are they fully engaged: Are they doing their best? Do they need a new coach? How did they ever get drafted in the first place? What's missing from the team effort to reach peak performance?

In business, research has demonstrated that ENGAGEMENT is only 1/3 of the pie for high performance. And, engagement programs can fall short if we are not making an effective, authentic emotional connection with our managers and team players.

During our session you will learn:

The 3 key ingredients to high performance

What really drives the motivation to excel and give our best

The specific areas of performance to reinforce

How and when to give positive feedback/recognition that works

Life and recipes are filled with ingredients that spice up our experiences. As professionals, we continuously investigate what works. It's how we play the game that makes all the difference. One small change, one added detail, can be the new spark in our engines.

This session will be of value to anyone who aspires to improve morale, inspire high performance, and generate cultural experiences that authentically empower all players to help everyone on the team get an A.

1. The 3 key ingredients to high performance 2. What really drives the motivation to excel and give our best 3. The specific areas of performance to reinforce 4. How and when to give positive feedback/recognition that works 5. The kind of experiences that strengthen and reinforce the emotional attachment employees have with their jobs and the relationships they have with people

Research from METRUS The published works of Deming,Herzberg, Mazlow, Pink Snoopy, The Little Engine That Could, The Little Prince, Man's Search for Meaning by Victor Frankel, Research comparing The Best Places to Work with thei counterparts TUCKER Olympic Champions....the driving force for PEAK Winning Performances

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