Peak Performance Consulting Newsletter

The Edge

Workshops to Help You Achieve Your Goals

Maintain that ?winning edge? and plan for ways to grow your team your business. It?s not too early to plan for your fall program.

Workshops to put on your calendar to build the essential attitudes, skills and abilities for your team include:

High Performance Leadership
Innovation and Strategic Thinking
Maximum Achievement
Peak Performance Supervision
Professional
Team Building
Time Management for Results
Conflict Resolution
Selling Skills
Creating Change, not Just Managing it
Effective Leadership ? Managing Change
Growing Coaches

If these workshops don?t meet your needs, call us to explore how we can help you increase the value and contributions of your people and your company.

Click here for more information

About Us

Peter Neufeldt is the president of Peak Performance Consulting. We are located in Regina, SK, Canada. From here we provide consulting, training and coaching services across Canada and internationally.

The phrase ?Success is a journey, not a destination? and the words ?Learn?Change ?Grow? summarize our Vision, and describe our commitment to the growth and development of our clients.

Motivational Quotes

Life is like a ten-speed bike. Most of us have gears we never use.
~ Charles Schulz, Cartoonist

There is nothing so useless as doing efficiently that which should not be done at all.
~ Peter Drucker

Only those who dare to fail greatly can ever achieve greatly.
~ Robert F. Kennedy

Peak Performance Consulting

E-Mail

Ph: 306-790-4570
Fax: 306-790-4572

201 - 2161 Scarth St., Regina, SK
S4P 2H8

December 2009

Welcome to the December issue of ?The Edge?!

Building successful businesses and organizations requires leaders and managers who recognize the potential in their people and who inspire, motivate and build each person according to their special gifts.

It is essential that we recognize and effectively deal with performance problems. In our current economic times we are pressured to produce more with fewer employees and resources for customers who demand more for less. It is therefore vital that we help those who do not ?fit? to move on to other employment.

Having to let someone go can be one of the most stressful parts of a manager?s life. Brian Tracy summarized the ?de-selection process? well. In his High Performance Leadership program he states, ??The second most stressful part of a manager?s life is being let go. The fact is, however, that if you do not get some experience with the first, you will get experience with the second?.

Recognizing that at times we do make hiring mistakes and that there is the need to take corrective action to de-hire those who do not contribute to the goals of the organization. The following articles provide some further insight into essential behaviors for success.

In the January 2010 issue we will address matters of retention to help you keep your key people and continue to build a strong team.

Enjoy!

Peter Neufeldt

Behaviors For Success

Busy professionals with a strong desire to achieve sometimes fall into slumps which can destroy creative drive. Do your best to avoid these slumps by accepting that you cannot do everything. Delegate responsibilities to others qualified to perform the task. They should share your goals for success.

? Be a lifetime learner - Don't assume you've learned all you need to know. Have a plan for personal growth and work on challenging goals in all areas of your life.

? Be proactive - Solve problems before they occur. Carefully plan procedures to prevent problems and proper handling in the event they do happen.

? Communicate your goals and let others know how they can help you achieve them. Listen carefully to information they provide you.

Continue to build your team in 2010. Take advantage of the opportunity to attend or to enroll your staff in one of the following impactful workshop series.

High Performance Leadership: An intensive leadership development program designed to get bottom line results. First workshop is on Tuesday, January 19/10.

Maximum Achievement: This program is designed to give individuals the strategies, methods and techniques that build self-confidence and self-esteem, and are practiced by the most successful, productive and happy people in our society. First workshop is on Wednesday, January 13/10.

For more details go to www.peakperformanceconsulting.ca and click on the Performance Programs button.

We custom design workshop to meet your specific needs!

Five Levels of Problem Solvers

Managers, please understand that employees fall into one of these five profiles...what are the risks and costs for keeping level 1 and 2's? There is some value in level 3 and 4's, but level 5 "Problem Eliminators" can save you money!

Note: Do not keep level 1 or 2 performers

Level 1: Problem Avoiders
Inherently blind to or in denial of problems right in front of them. This is especially true if they created it. They do not want to be associated with anything that could hurt their reputations.

Level 2: Problem Identifiers
Like Avoiders, they can see there is a problem, but do not think it is their responsibility to do anything about it, because the problem does not overtly affect them and they have their own problems to deal with.

Level 3: Problem Reporters
Can see there is a problem, but want someone else to deal with it. After all, they may not have created it and they may think they are not required or paid enough to fix it.

Level 4: Problem Solvers
The hero (white knight), they are eager to solve the problems that pop up. They often have good intentions and mean to be helpful, but in reality, they think that they saved the day and you are lucky to have them. It is good to have problem solvers, but do not let them stop until the cause of the problem has been eliminated.

Level 5: Problem Eliminators
Anticipates and addresses problem situations before they become a crisis. They examine the root cause of a problem and they address the issues and implement actions to prevent the problem from reoccurring.

The Cost of Keeping Non-Performers

You may be surprised on the amount of money that is wasted when you have non-performers in your business. With businesses feeling the economic crunch, it is important to be able to recognize those who are hard workers, and those who are only costing you money. There are many reasons why eliminating the non-performers in your business is a smart business move.

Here are some reasons why you should not keep the non-performers in your company:

1. They Cause Bad Customer Service - If you have a non-performer in your place of business, their attitude is going to show to your clientele. The non-performers won't feel impelled to give good customer service and often don't want to do anything to help the company. Your clientele doesn't want to deal with someone who is not catering to their needs, especially when they are buying from you. As the business owner, you must address these issues before your clientele starts using your competitor(s).

2. They Cost You A Lot Of Money - When a non-performer is not doing his or her job, it is costing you money and productivity. Plus, you may be missing out on gaining new clientele too. Having the employee that works hard and gets the job done, is what will help your business grow and to be more competitive. It is your responsibility as a leader, manager, owner, etc... to keep productivity high and the employees focused on the company goals.

3. They Bring Down Morale - Because the non-performer is not doing his or her work; it often means that someone else has to complete the tasks. This causes frustrations amongst the employees and causes the morale to decrease. Having a decrease in employee morale can lead to lower productivity and means that you have the potential for creating more non-performers. This needs to be avoided at all costs. If it is not dealt with, you can risk losing employees and clientele.

When you have non-performers eliminated from the payroll, your business can grow and prosper. Non- performers in your business are a plague to your bottom line. As a business owner, it is your responsibility to get to know your employees, keep them focused, productive, and to keep others from becoming a non-performer.

Non-performers will only decrease your chances to increase your revenues for your business. With the morale that is lost, the money that is wasted, and the poor customer service provided, these non- performers can really hurt your business if you don't take action.

Build a company of top performers by eliminating the poor performers and keeping everyone goal orientated.

What gets measured gets done!

Profiles & Assessments