Podcasts about managing performance

"Great writing starts from a great brief, which starts from great strategy."

Well, it ain't the most exciting topic in the world - but it may be one of the most important systems within a company, on today's episode of the People Centric Podcast we are talking about Performance Management Systems. We discuss how leaders can best manage performance, give feedback, and discuss the ways that performance management affects not just managers and employees, but entire teams and, ultimately, the entire company. Listen now for this riveting (we're kidding, but we still do make it fun) topic.  Have questions about this topic? Want to ask for advice from our team? Have a topic suggestion? Just want to say Hello? Do it! We love hearing from you and here is how you can get us: Website:www.peoplecentric.com/contact Direct Email:podcast@peoplecentric.com Facebook:https://www.facebook.com/peoplecentricUS YouTube:@PeopleCentricUS

Multi-hire team-build projects can be profitable if strategized clearly and executed effectively. Where do you find opportunities to engage in multi-hire team-build projects? What should be your main areas of focus for successfully implementing? Our guest, Paul Press, is here to give insights!    Paul is the Managing Partner and Founder of Press & Associates, a leading executive search firm specializing in recruiting top technology talent for private equity firms and their portfolio companies. Before founding Press & Associates, Paul Press built a well-rounded career with experience in an executive search firm and an in-house talent acquisition position.   In this episode, you will hear valuable insights into leveraging experience as an in-house recruiter, applying MPC marketing strategies, and successfully navigating the complexities of multi-hire team-build projects.   Episode Outline and Highlights   03:25 Paul's recruiting backstory and how he launched his own firm. 06:37 Learnings from working in-house translating to running his own agency. 12:30 When to consider hiring a third-party recruiter from an in-house recruitment perspective. 18:35 Transitioning to Private Equity expertise. 23:11 Two main areas on winning multi-hire team build projects. 35:59 The risks of handling large-sized projects and how to mitigate them. 40:15 Paul shares the story of his $450k fee and MPC strategy discussion. 51:47 What Paul's MPC marketing strategy looks like. 58:04 Upcoming exciting times for Paul and Press Associates acquisition.   Leveraging Experience as an In-House Recruiter   Before founding Press & Associates, Paul built a well-rounded career in an executive search firm and an in-house talent acquisition position. He has always aspired to set up his own agency, and this experience was a stepping stone that gave him a complete perspective on what a successful search firm should look like.   Paul gave his insights and compared the approach from an in-house to an agency perspective. He emphasized the value of building and nurturing relationships on the in-house side while investing heavily in business development on the other. From an in-house perspective, I also wanted to know the primary considerations when hiring a third-party recruiter. Who are the most successful ones? What companies really did poorly? Paul gave his answer:    “I would say the biggest thing is the ones who took the time to be personalized, to make a very human approach and connection, and who were very empathetic; those were the ones that really stood out. It's amazing how transparent people's approaches are and how easy it is to tell when there's an email sequencing campaign going on, with an email coming out to you every kind of two or three … So it is very easy to tell kind of what's being automated, what's actual human touch and who are people that want to be in it for the long run versus, hey, I've got my monthly targets to hear.”   Two Areas of Focus to Win Multi-Hire Team Build Projects    A key topic Paul and I discussed is his success in doing multi-hire team-build projects. The main takeaway is this: multi-hire team build results from placing a key executive. By ensuring that great relationships are built and the best experience for the executive is provided, a potential opportunity to then build out the team underneath them will likely happen.   This idea came about based on Paul's previous in-house experience. “I'd say it kind of goes back to lessons learned when I went in-house and was building those relationships and understanding the big picture behind those hires and what those companies were trying to achieve. And that, combined with the private equity space, really kind of mesh well together.”   Paul shared two main areas of focus to be successful in this approach:   Communication - “It's certainly a communication game. In multi-hire campaigns, there are usually multiple hiring managers. So you got to figure out each individual style of communication, building relationships with those people.” Project Management - making sure you're implementing your standard procedures in terms of market mapping, talent pipelining, and going through your own internal processes.   Paul also shared the most common challenges you will experience in multi-hire team-build projects and the steps they took to mitigate them.   MPC Strategy Resulting to a $450k Fee   An achievement Paul shared with me is how he was able to make a placement with a $450k fee. He made a placement using the MPC (Most Placeable Candidate) marketing approach. Many recruiters will find this part of our conversation relatable because although this may be familiar to many recruiters, some will tell you that you can't apply MPC marketing to executive recruitment.    We discussed Paul's mindset on this strategy, and he shared how he executes it. We discussed proactive candidate representation and effective KPIs, such as making 5 introductions daily.  We also agreed on this critical point: the goal is not to place the candidate. The goal is primarily to get your foot in the door to start a conversation, demonstrate the caliber of your network and the people you represent, and come to them with interesting ideas that could bring value to their business.   Our Sponsor   This podcast is proudly sponsored by i-intro    i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you'll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   Paul Press Bio and Contact Info   Paul is the Managing Partner and Founder of Press & Associates. Paul started Press & Associates in 2016 with the goal of building the number one search firm hiring technology talent for Private Equity firms and their portfolio companies. Since its inception, Paul has built close and long-lasting partnerships with numerous globally renowned private equity firms, helping them make key hires in their value creation team and numerous c-suite appointments across their portfolio companies - all within the technology function.   Prior to founding Press & Associates, Paul built a well-rounded career in executive search working for a boutique search firm (Mackinnon Bruce), one of the largest talent acquisition firms in the world (Hays), as well as an in-house talent acquisition position with Murphy Oil looking after hiring key positions across North America.   Paul has a BA (Hons) in Managing Performance from the University of Leeds and is accredited by the Institute of Retrained Search.   Paul on LinkedIn Press and Associates website link Press and Associates on YouTube Press and Associates on X (Twitter) Press and Associates on Facebook Press and Associates on Instagram   People and Resources Mentioned   How Clients Buy, by Tom McMakin & Doug Fletcher Loxo  Dripify Rob White of Tempting Talent on LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn,  Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

Multi-hire team-build projects can be profitable if strategized clearly and executed effectively. Where do you find opportunities to engage in multi-hire team-build projects? What should be your main areas of focus for successfully implementing? Our guest, Paul Press, is here to give insights!    Paul is the Managing Partner and Founder of Press & Associates, a leading executive search firm specializing in recruiting top technology talent for private equity firms and their portfolio companies. Before founding Press & Associates, Paul Press built a well-rounded career with experience in an executive search firm and an in-house talent acquisition position.   In this episode, you will hear valuable insights into leveraging experience as an in-house recruiter, applying MPC marketing strategies, and successfully navigating the complexities of multi-hire team-build projects.   Episode Outline and Highlights   03:25 Paul's recruiting backstory and how he launched his own firm. 06:37 Learnings from working in-house translating to running his own agency. 12:30 When to consider hiring a third-party recruiter from an in-house recruitment perspective. 18:35 Transitioning to Private Equity expertise. 23:11 Two main areas on winning multi-hire team build projects. 35:59 The risks of handling large-sized projects and how to mitigate them. 40:15 Paul shares the story of his $450k fee and MPC strategy discussion. 51:47 What Paul's MPC marketing strategy looks like. 58:04 Upcoming exciting times for Paul and Press Associates acquisition.   Leveraging Experience as an In-House Recruiter   Before founding Press & Associates, Paul built a well-rounded career in an executive search firm and an in-house talent acquisition position. He has always aspired to set up his own agency, and this experience was a stepping stone that gave him a complete perspective on what a successful search firm should look like.   Paul gave his insights and compared the approach from an in-house to an agency perspective. He emphasized the value of building and nurturing relationships on the in-house side while investing heavily in business development on the other. From an in-house perspective, I also wanted to know the primary considerations when hiring a third-party recruiter. Who are the most successful ones? What companies really did poorly? Paul gave his answer:    “I would say the biggest thing is the ones who took the time to be personalized, to make a very human approach and connection, and who were very empathetic; those were the ones that really stood out. It's amazing how transparent people's approaches are and how easy it is to tell when there's an email sequencing campaign going on, with an email coming out to you every kind of two or three … So it is very easy to tell kind of what's being automated, what's actual human touch and who are people that want to be in it for the long run versus, hey, I've got my monthly targets to hear.”   Two Areas of Focus to Win Multi-Hire Team Build Projects    A key topic Paul and I discussed is his success in doing multi-hire team-build projects. The main takeaway is this: multi-hire team build results from placing a key executive. By ensuring that great relationships are built and the best experience for the executive is provided, a potential opportunity to then build out the team underneath them will likely happen.   This idea came about based on Paul's previous in-house experience. “I'd say it kind of goes back to lessons learned when I went in-house and was building those relationships and understanding the big picture behind those hires and what those companies were trying to achieve. And that, combined with the private equity space, really kind of mesh well together.”   Paul shared two main areas of focus to be successful in this approach:   Communication - “It's certainly a communication game. In multi-hire campaigns, there are usually multiple hiring managers. So you got to figure out each individual style of communication, building relationships with those people.” Project Management - making sure you're implementing your standard procedures in terms of market mapping, talent pipelining, and going through your own internal processes.   Paul also shared the most common challenges you will experience in multi-hire team-build projects and the steps they took to mitigate them.   MPC Strategy Resulting to a $450k Fee   An achievement Paul shared with me is how he was able to make a placement with a $450k fee. He made a placement using the MPC (Most Placeable Candidate) marketing approach. Many recruiters will find this part of our conversation relatable because although this may be familiar to many recruiters, some will tell you that you can't apply MPC marketing to executive recruitment.    We discussed Paul's mindset on this strategy, and he shared how he executes it. We discussed proactive candidate representation and effective KPIs, such as making 5 introductions daily.  We also agreed on this critical point: the goal is not to place the candidate. The goal is primarily to get your foot in the door to start a conversation, demonstrate the caliber of your network and the people you represent, and come to them with interesting ideas that could bring value to their business.   Our Sponsor   This podcast is proudly sponsored by i-intro    i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you'll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained   Paul Press Bio and Contact Info   Paul is the Managing Partner and Founder of Press & Associates. Paul started Press & Associates in 2016 with the goal of building the number one search firm hiring technology talent for Private Equity firms and their portfolio companies. Since its inception, Paul has built close and long-lasting partnerships with numerous globally renowned private equity firms, helping them make key hires in their value creation team and numerous c-suite appointments across their portfolio companies - all within the technology function.   Prior to founding Press & Associates, Paul built a well-rounded career in executive search working for a boutique search firm (Mackinnon Bruce), one of the largest talent acquisition firms in the world (Hays), as well as an in-house talent acquisition position with Murphy Oil looking after hiring key positions across North America.   Paul has a BA (Hons) in Managing Performance from the University of Leeds and is accredited by the Institute of Retrained Search.   Paul on LinkedIn Press and Associates website link Press and Associates on YouTube Press and Associates on X (Twitter) Press and Associates on Facebook Press and Associates on Instagram   People and Resources Mentioned   How Clients Buy, by Tom McMakin & Doug Fletcher Loxo  Dripify Rob White of Tempting Talent on LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn,  Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter If you've been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.

Ever feel like you're carrying the weight of your team's happiness and productivity on your shoulders?It's too much, right? Especially for compassionate leaders who genuinely care about their people.Good news, straight from the HR horse's mouth! You're not actually as on the line for everyone's wellbeing as you may think. Let's rethink our responsibilities as leaders. If you're leading a blended team of employees and contractors and finding it tough to manage everyone's wellbeing, let's chat about where to channel your leadership energy and where it's okay to take a step back.Leadership is heavy enough as it is…this episode will help you lighten your load!Timestamps: 2:15 The Responsibility of Business Owners and Leaders To Your Team6:25 Demanding a Good Client Experience From Your Contractors11:45 Different Leadership Approaches for Employees and Contractors15:25 Managing Performance and Enriching the Employee Experience18:35 Legal and Compliance Implications Of How You Treat A Blended TeamLINKS MENTIONED:Join Set To Scale: https://the-paradigm.com/settoscale

“Think about delegation as more of a coaching mindset instead of the doer mentality. It's not about looking at the immediate task at hand, it's about teaching that to others." Akanksha Gupta is the author of “Think Like a Software Engineering Manager”. In this episode, Akanksha described the role of an engineering manager and the key traits of being a good engineering manager. She gave advice on how one can transition to the EM role and talked about the difference between an engineering management and leadership. Akanksha then walked us through the three key pillars of engineering management, which are people, process, and projects. We discussed topics, such as delegation, performance management, cross functional collaboration, and time management. Akanksha also shared her practical advice for women in technology who are also interested in becoming an engineering manager.   Listen out for: Career Journey - [00:03:38] Writing the Book - [00:05:54] Engineering Manager (EM) Role - [00:08:25] Transitioning to an EM Role - [00:10:48] Traits of a Good EM - [00:14:17] Engineering Manager vs Engineering Leader - [00:18:31] Boss Mindset - [00:20:01] Advice for Women to Become EMs - [00:21:56] Delegation - Learn to Let Go - [00:24:30] Managing Performance - [00:27:33] Cross-Functional Collaboration - [00:33:27] Setting Up Processes - [00:37:20] Managing Up - [00:40:00] Time Management - [00:42:02] A Growing Todo List - [00:45:50] 3 Tech Lead Wisdom - [00:47:28] _____ Akanksha Gupta's BioAkanksha Gupta is an experienced Engineering Manager at AWS. Prior to joining Amazon, she was an engineering manager with Robinhood, Audible and Microsoft. She completed her Masters in Computer Science at Columbia University. She is also part of the IADAS (The International Academy of Digital Arts and Science) and was awarded the Fellowship by the British Computer Society and the RSA. Akanksha is also a huge advocate in Women in Technology. She is an Amazon Bar Raiser at Amazon and is an active mentor at PlatoHq, GrowthMentor and FastTrack mentorship programs. She has served as the jury member for several esteemed awards such as Stevie Awards, SIIA Codie, GraceHopper and the Webby awards. She has also been part of the Grace Hopper committee review for Software Engineering track and has served as a Track chair for Global WomenInTech conference. Follow Akanksha: LinkedIn – linkedin.com/in/akankshaguptamgr Plato HQ – platohq.com/@akanksha-gupta-1364542759 Growth Mentor – app.growthmentor.com/mentors/akanksha-gupta _____ Our Sponsors Are you looking for a new cool swag? Tech Lead Journal now offers you some swags that you can purchase online. These swags are printed on-demand based on your preference, and will be delivered safely to you all over the world where shipping is available. Check out all the cool swags available by visiting techleadjournal.dev/shop. And don't forget to brag yourself once you receive any of those swags. Like this episode? Show notes & transcript: techleadjournal.dev/episodes/143 Follow @techleadjournal on LinkedIn, Twitter, and Instagram. Buy me a coffee or become a patron.

I had a fascinating conversation with Performance Coach and expert in Polyvagal Theory about what happens to our bodies and our nervous system on "game day" and how Polyvagal Theory can significantly help for us to help our bodies find our homeostasis "game zone" so that we can be at ease, be in stillness and in the present moment and "show up" to our kids and at work the way we want to show up!  We had a conversation about his program called the PlayZone, how it works and how it can be applied to any profession and at home as parents. You can find Michael Allison and his program for coaches, therapists, leades, educations and performers at www.theplayzone.com or at the Polyvagal Institute where he is also an instructor.       

Stuart Rudner is joined by Cameron Atlas, a talented musician, fantastic speaker and highly sought-after coach, for an insightful discussion on performance and motivation.

In this episode 203 of the podcast I bring you a run down on the steps you need to take to effectively manage an employee who is not performing to the level you require. I also touch upon how to address those niggly attitude or behaviour issues that seem to be coming up more and more frequently. In this episode of the podcast I cover: The starting point and self-reflection as a manager. Why it is important to go through an informal process first. What the informal performance management process looks like. Why a Performance Improvement Plan (known as a PIP) should be the last possible option with poor performance. How to go through a formal process. When you can issue warnings. How long a process should take. Answers to frequently asked questions about performance management. How to deal with poor attitude. How to address general small scale poor behaviours.   Of course at the heart of good performance management is COMMUNICATION!   If you would like training for your team on how to effectively manager performance issues then I am available to provide training for 1/2 day for up to 30 people for £750 plus VAT.   Alternatively if you would like guidance on a performance management issue or to discuss how best to deal with a scenario then please get in touch and myself or a colleague will be happy to advise you.     Fixed Price Advice from Real Experts As part of our HR Harbour annual subscription service for employers we provide guidance and training for employers, supervisors and managers. If you would like to know more about the HR Harbour Service and how you can get unlimited support from as little as £210 per month please contact me for a no obligation discussion – alison@realemploymentlawadvice.co.uk or you can find full details here: HR Harbour Don't forget you can contact us by telephone 01983 897003, 01722 653001, 020 3470 0007, 0191 375 9694 or 023 8098 2006 We have a variety of free documents and letters which are available to download here: DIY Documents We are also on YouTube! You can find a range of topics and also listen to this podcast on YouTube here: YOUTUBE     The information contained in this Podcast and post is provided for guidance and is a snapshot of the law at the time. It is provided for your information only and should not be used as a substitute for obtaining legal advice that it specific to your particular circumstances. The guidance should not be relied upon in any decision making process. It is strongly recommended that you seek advice before taking action.     Photo: Review - markus-winkler--fRAIQHKcc0-unsplash

John reveals how Performance Max campaigns share traffic and why this is a problem especially if you have a lot of asset groups. He then shares how you can manage this PMax issue.John shares his expertise on how to optimize your Performance Max campaigns for maximum success. He covers the important considerations for managing overlap between different PMax ads and asset groups. He also goes beyond the basics to share advanced strategies for tracking conversions and measuring the effectiveness of your campaigns. Whether you're a seasoned advertiser or just starting out, this video is packed with valuable insights and tips for improving your campaign performance.0:00 Intro 0:40 Managing Performance Max Asset Groups3:22 Why remarketing is an issue in Performance Max campaigns8:45 Creating a maximum of three asset groups in Performance MaxPS: This guide series is from an internal Solutions 8 training. We're sharing everything with you, our dear subscribers, to show our gratitude for the overwhelming support you've given us. We value you and your growth with Google Ads.

Performance anxiety is the fear of not performing well. Most of us have experienced this at least once in our lives. In today's episode we normalize the feelings of anxiety or excitement that arise before an important task or event. We both still experience these feelings as we continue to challenge ourselves in both personal and professional aspects of life. We share our best tips and tricks that help us harness these feelings in order to accept them and work through them. “You have to outwork your own self-doubt.” Please leave us a review to let us know what you think of our podcast

Today we have another episode of Better Done Than Perfect. Listen in as In this episode, we talk to Todd Olson, co-founder and CEO of Pendo. You'll learn about the three pillars of product-led growth, the sales process for a highly technical product, the benefits of having a free plan, and more.Please head over to the episode page for the detailed recap and key takeaways.Show notesPendo – Todd's SaaSMeasuring and Managing Performance in Organizations – a book by Robert AustinMailchimp, Datadog – SaaS companies with freemium plansFollow Pendo on Twitter and LinkedInFollow Todd on TwitterThanks for listening! If you found the episode useful, please spread the word about this new show on Twitter mentioning @userlist, or leave us a review on iTunes.SponsorThis show is brought to you by Userlist — an email automation platform for SaaS companies. It matches the complexity of your customer data, including many-to-many relationships between users and companies. Book your demo call today at userlist.com.Interested in sponsoring an episode? Learn more here.Leave a ReviewReviews are hugely important because they help new people discover this podcast. If you enjoyed listening to this episode, please leave a review on iTunes. Here's how.

What does it mean to run a product-led organization? In this episode, we talk to Todd Olson, co-founder and CEO of Pendo. You'll learn about the three pillars of product-led growth, the sales process for a highly technical product, the benefits of having a free plan, and more.Visit our website for the detailed episode recap with key learnings.Pendo – Todd's SaaSMeasuring and Managing Performance in Organizations – a book by Robert AustinMailchimp, Datadog – SaaS companies with freemium plansFollow Pendo on Twitter and LinkedInFollow Todd on TwitterThanks for listening! If you found the episode useful, please spread the word about the show on Twitter mentioning @userlist, or leave us a review on iTunes.SponsorThis show is brought to you by Userlist — an email automation platform for SaaS companies. It matches the complexity of your customer data, including many-to-many relationships between users and companies. Book your demo call today at userlist.com.

From The Archives: Week 7 Topic: Managing Performance IssuesHilary Dudek tells me how she likes to coach for positive behaviours, rather than rely on metrics to measure performance.Support the show

This time, we talk about how to best approach when your team members are struggling with their performance. We looked at questions like: What best to do? What do the people need? How can you empower them? Tune in to learn more! ✩ Follow The Product Bakery Podcast ✩

Martin talks to Dale Barratt about the complexities of managing underperformance in the public sector. Although its not as easy as the corporate sector, there are a few principles that the best leaders and managers uphold. --- Send in a voice message: https://anchor.fm/martin-johnson3/message

In this episode of Run with Fitpage, we were joined by Dr. Josephine Perry. Josie is a chartered psychologist working with those in sport and on the stage and in business to help them overcome their barriers to success so they can achieve their goals.Josephine has a background in communications and behavior change having worked for many years in journalism, marketing, public relations, and crisis communications across private corporations and government. She has an MSc in Communications, an MSc in Psychology, and an MSc in Sports and Exercise Psychology. She also has a PhD in Political Communications.She is a Chartered member of the British Psychological Society (BPS) and a member of the Association of Applied Sports Psychologists (AASP). She is registered with the Health Care Professions Council. She writes features for sports magazines and websites and is regularly quoted in the media on how athletes and other performers can use applied sports psychology to enhance their performance.With a long background in communications, Josie first started learning about performance psychology after competing in Ironman Melbourne in 2013. She heard the commentator mention the waves. He said “you can't control the conditions. What you can control is the way you choose to react to them.” A light bulb moment. She realized it was her choice if she was scared or not and had to choose not to be. It became the fastest Ironman she's raced and set off a full career change, from a conversion course to learn all the basics of Psychology to the MSc in Sports and Exercise Psychology.In this episode, Josephine discusses with Vikas various aspects of performance psychology, how to deal with performance anxiety and more.To find Dr. Josephine, log on to performanceinmind.co.ukVikas hosts this weekly podcast and enjoys nerding over-exercise physiology, nutrition, and endurance sport in general.  He aims to get people to get out and 'move'.  When he is not working, he is found running, almost always.  He can be found on nearly all social media channels but Instagram is preferred:)Reach out to Vikas:Instagram: @vikas_singhhLinkedIn: Vikas SinghGmail: vikas@fitpage.inTwitter: @vikashsingh1010

✨This Sports Psychology session is brought to you by Ride iQ, a mobile app with listen-while-you-ride audio lessons taught by top coaches. With Ride iQ, you can take a lesson with an incredible coach anytime, anywhere! Membership is $29.99/month, and every membership automatically includes a 2-week free trial. Try it today by downloading the Ride iQ mobile app on iOS or Android: http://onelink.to/8mhb95 (link works on mobile only, visit Ride-iQ.com for more info and to sign up via desktop)✨ About this Sports Psychology session: In this session, Ashley walks through what performance anxiety is, what causes it, and a number of ways to manage it. Ashley talks about anxiety as being green, yellow, or red and what each of these categories of anxiety looks and feels likes. Ashley details anumber of ways to manage and channel anxiety as an athlete including physical, nutritional, and mental techniques. About Ashley: Ashley has a Master's Degree in Psychology with a focus on Performance Psychology from Harvard University

Peter Joseph is the director of Peake Consulting's Limitless Results Program. He has been a leader in the fields of organizational development and personal development for 15 years. Peter's unique practice accelerates clients' results by blending mindset development with practical systems. He is the author of Managing Performance for Results: A Four-Phase Approach. Peter Joseph website: https://www.peakehumancapital.com/ Leave me a voice message: https://successgrid.net/podcast/ 100 Day Challenge: https://successgrid.net/100dc For top tips and more resources pls go here for show notes: https://successgrid.net/sg86/ Sponsors: There Are Just Six Tools You Need to Launch, Grow & Scale Your Online Business — And Systeme.io Have Them All, Funnel and website builder, Email marketing, Memberships, Marketing Automations and Affiliate Program Management. Click here to start for Free. https://successgrid.net/systeme “If you love this show, please leave a review. Go to RateThisPodcast.com/successgrid and follow the simple instructions

Kristin Keim is a sports psychologist out of Newberry, South Carolina. She has one of the more renown practices sports psychology practices in the country today that consists of all types of endurance athletes, cyclists, triathletes, and MMA fighters. In particular, she works with many of the country's best cyclists, many of whom we mention throughout the course of this podcast. In this podcast, we discuss the origins of and how to manage one of the most common psychological pitfalls athletes face, performance anxiety. Kristin's Website: http://www.keimperformanceconsulting.com/Buy Koop's new book on Amazon or Audible.Information on coaching-www.trainright.comKoop's Social MediaTwitter/Instagram- @jasonkoop

Do you find that all the details and policies in your practice are laid out but somehow people don't know them? Are we laying them out clearly? This is a common issue among many practices and we aren't holding everyone to the expectations we have of them.  Today's guest is Heidi Rizkalla and she joins the conversation this month to help us work on better communicating expectations. After setting those expectations and communicating them clearly, we need to be sure they are being followed so we can have a successful and smooth-running practice. Heidi comes to us from Johnstown Veterinary Associates in Pennsylvania with a background in education. She is clear about her expectations with newly hired employees, but she shares today that she is extremely clear with them even before they are officially hired. Listen on to find out ways you can improve communication of clearly defined expectations with your teams. Show Notes: [2:29] - During the interview process, if Heidi feels it is going well, the job description is shown to the candidate right away. [3:29] - Does a candidate have background knowledge of your practice? [5:16] - Job expectations are non-negotiable. [6:02] - “What other things can you bring into this position?” is a great question to ask. Look for people who can lead a team or a task. [7:03] - During an interview, ask the candidate if there was a question they would like for you to ask. [8:45] - Have very clear job descriptions and edit it over time to make it clearer. [9:46] - Heidi's practice has a 3 month probationary period and makes it clear during that time if they are doing well enough to continue in the position. [11:40] - Setting expectations is one thing, but holding people accountable is sometimes tougher. [13:03] - In an effort to be empathetic, sometimes employees are not held to expectations. [14:28] - Sometimes you need to have tough conversations. [16:43] - Avoid speaking in generalities. [19:06] - You can't argue with clear examples. [20:21] - Most times, people stay with a job or position for 3 years. Consider when hiring who may leave the practice or is someone to develop to stay. [22:37] - How can we shift someone back on track after an argumentative hiccup? [23:28] - When hiring someone, they are promising that they will meet job expectations. [25:01] - Self evaluations are valuable to employees and managers. [25:51] - Everyone needs to be on the same page. Thank you for listening. Remember you are not in this alone. Visit our website for more resources. Links and Resources: VHMA Web Page VHMA Coronavirus Resources VHMA Facebook VHMA Twitter VHMA on Linkedin Johnstown Veterinary Associates Website Heidi Rizkalla, CVPM on LinkedIn

Golf is hard. In any sport athletes can have performance anxiety. Golf is no short of that. In this episode I discuss some ways to help junior golfers with performance anxiety and help them through the ups and downs of play. 

In this episode, we talk about managing performance whiplash in your team. All sales leaders can attest to the frustrations that arise when one or two team members aren't doing what's expected of them. It's even more frustrating when these individuals do so several times a week. However, ensuring employees repeatedly deliver desired results can be challenging. As leaders, the first step to handling performance whiplash is being clear with your expectations and letting inconsistent employees choose to "self-select" if they won't perform. What You'll Learn: - 4 best practices for managing performance whiplash - Corporate culture and how it affects employee consistency - Why you need to be clear with your expectations - Introducing the consequence ladder in your team - How to deal with inconsistent team members - The primary causes of inconsistent performance - How to ensure and encourage consistency - Why poor performance is the manager's fault Everybody experiences bad days every once in a while and that's understandable. We are all human. Some days are fantastic and some are awful. What we don't want are those bad days becoming a regular occurrence and not doing anything about it. As a sales leader, you want team members that deliver consistent, reliable, high-quality performance that you can count on every day.  Resources: - Full Funnel Freedom https://fullfunnelfreedom.com  - Connect with Hamish Knox on LinkedIn https://www.linkedin.com/in/hamishknox/   - Connect with Hamish Knox on Twitter https://twitter.com/sandlerinyyc

Dr Kumar Janardhanan is a Consultant Diabetologist at SIMS Hospitals, Chennai and a Professor at SRM Medical College. In this episode of Run with Fitpage, Dr Kumar discusses Diabetes and Diabetes Management in runners with our host Vikas Singh.Episode Summary:00:00 - About this episode02:00 - Welcome Dr Janardhanan to the show!02:18 - Introduction to Dr Kumar07:39 - What are diabetes?13:26 - What are the pancreas? Why do they start getting inefficient?18:17 - Why does the pancreas get fatigued? What are the variables that make it inefficient?20:16 - What is fasting in the true sense? 25:16 - How should people know that they have in them 'The Silent Killer'?31:30 - Does being an endurance athlete help fight diabetes?37:08 - High-intensity workout and low sugar levels39:08 - About the MAF Method (Know more from Ep 25 with Floris Gierman)43:27 - Sugar consumption while endurance activities45:04 - Simple vs Complex Carbohydrate - which is better for the health?48:48 - Are diabetes completely curable?53:58 - Dr Janardhanan's advice to diabetic runners and non-runners Guest Profile:Dr Kumar Janardhanan has been running marathons for quite some time now. He began his running journey through the beauty of the sport - community building and is now an avid marathoner. His wife, Radha Kumar, is a marathon runner too. Dr Janardhanan specialises in treating patients with diabetes and has a ton of experience with both - runners and non-runners. He aims to do a sub-5 hour marathon and suggests everyone take up running as a sport to keep their health fine. Dr Kumar introduces himself as 'a doctor by profession and a runner by passion.'About Vikas Singh:Vikas Singh, an MBA from Chicago Booth, worked at Goldman Sachs, Morgan Stanley, APGlobale and Reliance before coming up with an idea of democratizing fitness knowledge and helping beginners get on a fitness journey. Vikas is an avid long-distance runner, building fitpage to help people learn, train, and move better.For more information on Vikas, or to leave any feedback and requests, you can reach out to him via the channels below:Instagram: @vikas_singhhLinkedIn: Vikas SinghGmail: vikas@fitpage.inTwitter: @vikashsingh1010About the Podcast: Run with FitpageThis podcast series is built with a focus on bringing science and research from the endurance sports industry. These may help you learn and implement these in your training, recovery, and nutrition journey. We invite coaches, exercise scientists, researchers, nutritionists, doctors, and inspiring athletes to come and share their knowledge and stories with us. So, whether you're just getting started with running or want to get better at it, this is the best podcast for you!Learn more about fitness and nutrition on our website, www.fitpage.in or check out our app Fitpage on iOS and Android.This podcast has been recorded via Zoom.

Government agencies and offices can sometimes seem opaque or theoretical, but if you speak to any military veteran, the Veterans Benefits Administration is very real and the services it provides are quite important to veterans. Our guest today was an official at VBA and has a new book about his time at the agency.  Dr. Paul R. Lawrence served as the Under Secretary of  Benefits at the U.S. Department of Veterans Affairs from 2018-2021, is a Fellow of the National Academy of Public Administration  and a published author on the subject of government management. His latest book is Transforming Service to Veterans. He joined the podcast to talk about the book and the paths to government transformation.

Ria talks with Mike Parkes about his newly published book ‘Leading Remotely' and how remote working prior to the COVID-19 pandemic has been developing for years. He also speaks about how the book was formed through case studies of CEOs and their struggles to implement this style of working. In addition to this Parkes elaborates on his experience of remote working and how there has always been a constant struggle between life and work. Mike Parkes is a leadership expert and author who for over 35 years has advised and guided managers, executives, and directors on their leadership challenges. His most recent book,“Leading Remotely- Achieving success in a globally connected world” is published by Bloomsbury, released in June 2021 and has already been recommended by the Financial Times. Mike's first book "Business Facilitation - an essential leadership skill for employee engagement" was published in March 2014. Mike was one of the founding partners of Momentum Results LLP before that he was Chief Executive, of The Development Associates Group Ltd, a subsidiary of the global accountancy firm Deloitte. He joined as a Senior Consultant in 1987, before progressing to Managing Consultant and Chief Executive in 1997. Prior to this he worked for The Prudential, Luton Airport and Tesco. Mike is renowned for his practical, insightful, and commercial approach and over the years has spoken at Leadership Conferences across the globe in USA, Asia, Australasia, the Middle East and throughout Europe. In 2020 he spoke at over 100 virtual leadership events on “Leading Remotely” and “Managing Performance in the Virtual World” If you would like to purchase his latest book, click on the Bloomsbury link below: https://lnkd.in/dGbkCw3 or If you would like to know more about Momentum Results, please open the link below: momentumresults.net

Conversation with Nataly Huff, the Vice President of Marketing for Miracle-Ear for Amplifon Americas.

In this weeks podcast John & Rachael discuss the contributions from their last three guests Ira Wolfe at Success Performance Solutions, Tom Manning at The Pathway Academy, and Andrew Thomas at BetterYou, in the context of how organisations evaluate performance in 2021 and beyond.How do transformational leaders approach performance management? Aimed at HR and Leaderships Teams keen to reflect on how they adapted their people function through COVID-19, and what might be next.Leadership Essentials: Be well to work well. People’s performance depends in part on their physical and mental health. How can you as leaders support and manage the well being of your most important asset? Building a strong pathway with clear signposting for your employees. This helps everyone evaluate their performance so much better, they can see what they need to do to achieve personal and organisational success. Adaption and transformation are not the same thing. Adaption is required in the short term. But it is largely reaction. True transformation is required in the long term taking a more holistic approach. We’ve had an age of digital transformation Are we moving into an era of people transformation?  In The Coaching approach we meet the new HR Director Safina, who has some interesting ideas that will transform performance management, reward and the day-to-day approach and roles of the Senior Leadership Team. 

Mike Foster and Kathryn Jeacock of DKBT Coaching share their thoughts on managing performance in the future world of work.00:00 - Introduction00:23 - Managing Performance08:00 - Interview with Kathryn Jeacock of DKBT Coaching DKBT Coaching - dbktcoaching.comConnect with Mike Foster, The Entrepreneurs MentorsWebsite: entrepreneursmentor.co.ukYouTube: youtube.com/c/MikeFosterOxfordLinkedIn: linkedin.com/in/mikefosteroxfordTwitter: twitter.com/mikefozoxfordInstagram: instagram.com/mikefozoxfordFacebook: facebook.com/TheEntrepreneursMentor

How do we ensure that our staff are performing at their very best in the workplace? In this presentation learn about reasons that staff may be underperforming and steps to help staff achieve peak performance.  Key learning outcomes:Why staff may not perform at their bestThe steps needed for peak performanceDiscussing performance and having courageous conversations

Kevin Green has a new book called Performance Leadershp 2.0. Kevin is an integral part of the Living Brave delivery team and soneone I have had the pleasure of knowing for some 20 + years.In Performance Leadership 2.0, Kevin Green presents ideas and practical solutions for achieving exactly that. The ideas and approaches in this book have been assembled from over 15,000 interactions and conversations with the people that Kevin has engaged with during a lengthy career as a performance consultant. The methods offered are presented in an easy to understand structure and then brought to life using many stories of practical application from time served in many operational environments. This book is split into two key parts. Firstly, it examines the need to be a worthy role model so that others will want to belong to your team and feel invested in something, and somebody worth following. The second part switches the lens and focuses on what the Manager can do to boost performance from the team. Even if you are a seasoned Manager of teams, you are bound to find something new in this fresh, and very practical, approach to improving performance at work.

How do we ensure that our staff are performing at their very best in the workplace? In this presentation, Karen Becker, Professor of Human Resource Management at USC, and Head of USC Moreton Bay talks about how employers and managers can manage employee performance in the workplace. Key learning outcomes:  - Why staff may not perform at their best - The steps needed for peak performance - Discussing performance and having courageous conversations 

How do you measure the performance of your business?

This podcast is a conversation between Joyce Maroney, former Executive Director of the Workforce Institute and board member Sharlyn Lauby and part of the series of podcasts we're hosting on key ideas from our most recently published book, Being Present: A Practical Guide for Transforming the Employee Experience of Your Frontline Workforce. The post Sharlyn Lauby on Managing Performance appeared first on The Workforce Institute at Kronos.

On this second quarantine episode of #PODDYTALK, jac and tor discuss their crazy dreams as well as managing stage fright. They call back memories of performing on stage as teenagers while sharing stories of where things went right and where they went VERY wrong… welcome back to poddy talk, the podcast where we sh*t talk ourselves

Is the Bell Curve still relevant? Are organizations moving away from traditional performance management systems? What percentage of organizations still rely on the Bell Curve? In this episode of The Salary Stories, Tzeitel Fernandes, Partner, Human Capital Solutions at Aon shares what Aon’s Annual Salary Survey 2020 says about the prevalence of The Bell Curve in India Inc. Tweet to Aon at @Aon_India and follow @Aon on LinkedIn. DISCLAIMER: This podcast and its content are by Aon plc (NYSE: AON) and are subject to copyright. The views expressed are personal and with no intention to harm the sentiments of any individual/organization. See omnystudio.com/listener for privacy information.

Week 7 Topic: Managing Performance IssuesSimone Secci returns to talk about the particular challenges involved in the performance of outsourced teams.Support the show (https://www.patreon.com/user?u=28654526)

Week 7 Topic: Managing Performance IssuesBrittany Naylor describes how different people have different motivating factors that may affect their performance, and how to work with those.Support the show (https://www.patreon.com/user?u=28654526)

Week 7 Topic: Managing Performance IssuesJosh Magsam joins me to talk about clarity in performance management.Support the show (https://www.patreon.com/user?u=28654526)

Week 7 Topic: Managing Performance IssuesHilary Dudek tells me how she likes to coach for positive behaviours, rather than rely on metrics to measure performance.Support the show (https://www.patreon.com/user?u=28654526)

Week 7 Topic: Managing Performance IssuesAsh Rhodes returns to talk about the unknown influences on your folks’ performance, and how we can attempt to manage the resulting issues.Support the show (https://www.patreon.com/user?u=28654526)

How do you keep it dialed in when you're working and when you're at home to accomplish what you set out to do? I think you can focus on 3 key steps that are really helpful and can be applied everywhere! Thanks again for joining and looking forward to you being along for the journey. Expert Secrets Free Book Network Secrets Free Book One Funnel Away Challenge --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/secondadbossshow/message Support this podcast: https://anchor.fm/secondadbossshow/support

All month, we've been talking about the ways you can tune up your organization with regards to taking care of your team. This week, we're talking about the misunderstood black…

This week, Coach Frontier's guest on the show is Dr. Kris Eiring, Sports Psychologist. Dr. Eiring is a former college track athlete who now works with athletes to help unlock their best performance. Dr. Kris Eiring Sports Psychology Managing Performance Anxiety Mindfulness www.throwbigthrowfar.com www.madisonthrowsclub.com https://www.drkriseiring.us/ This podcast is powered by ZenCast.fm

This week we chat with Marissa Afton, client solutions director at Potential Project. A mindfulness practitioner for the past 25 years, she shares one easy way to instantly become more mindful at work and other tips for bringing more mindfulness to performance discussions.

Jimmy Stewart of Kroger, along with Michael Timmers and Kamala Dasika from Pivotal Cloud Foundry, discuss Kroger’s migration to PCF and how they tackle monitoring with the Dynatrace Bosh Agent

Jimmy Stewart of Kroger, along with Michael Timmers and Kamala Dasika from Pivotal Cloud Foundry, discuss Kroger’s migration to PCF and how they tackle monitoring with the Dynatrace Bosh Agent

Jimmy Stewart of Kroger, along with Michael Timmers and Kamala Dasika from Pivotal Cloud Foundry, discuss Kroger’s migration to PCF and how they tackle monitoring with the Dynatrace Bosh Agent

Jimmy Stewart of Kroger, along with Michael Timmers and Kamala Dasika from Pivotal Cloud Foundry, discuss Kroger’s migration to PCF and how they tackle monitoring with the Dynatrace Bosh Agent

Paul and Gearalt from our Employment Team look at Managing Performance, including when you need to start an official process, who should be informed - and how best to document it.

It’s now 15 years since the CIPD published its groundbreaking research into understanding how HR drives business performance. In the intervening time, the work has become one of the profession’s most influential studies quoted by thousands of HR practitioners. However, does this revolutionary model stand the test of time and are there new factors in the workplace that have an impact on the people performance relationship?In this, the first of our free Learning Bites, a new series of informative webinars, we ask the opinion of Angela Baron, who commissioned the research for the CIPD all those years ago.Angela, whose book Managing Performance is still regarded as a must read for those studying for their Advanced Diploma, is a consultant with Watson Martin and advises on all levels of CIPD qualifications. Here, she discusses how greater complexity, constant change in the workplace and the continuing poor reputation of HR in business are just some of the issues impacting on how the model is interpreted and implemented.

Managing Performance in Asset Management with Scott Kelley In this episode of the weekly podcast, the guest Scott Kelley explains the 5th cell of the Hexcellence Model. All of the previous cells of this hexagon are connected to each other and are equally important when it comes to getting the superior asset management outcomes. But […] The post 39 – Managing Performance in Asset Management with Scott Kelley appeared first on Accendo Reliability.

Voltamos a um assunto que adoramos, e que já foi tão debatido no blog da Lambda3, que é Democracia Organizacional. Discutimos sobre as bases anacrônicas da gestão moderna, sobre administração científica, e como podemos fazer melhor com base em casos de sucesso e em resultados encontrados na ciência contemporânea. Discutimos desafios e como superá-los. Feed do podcast: blog.lambda3.com.br/feed/podcast Pauta: Origens da Gestão tradicionalista, Taylorismo, Administração científica Teoria X e Teoria Y, Hierarquia das necessidades de Maslow, mudança das características do trabalho moderno, complexidade Como tornar uma empresa mais democrática Liderança em uma empresa democrática Autonomia Desafios de uma empresa democrática Exemplos de empresas democráticas de todos os tamanhos Recursos para saber mais Links Citados: Democracia organizacional no blog da Lambda3 Wordblu Reportagem sobre a Semco How to run a company with (almost) no rules - Ricardo Semler no TED First, Let’s Fire All the Managers, artigo na Harvard Business Review Outros 2 episódios sobre democracia organizacional no Tecnoretórica: um com Victor Hugo Germano e outro Victor Hugo e André Carlucci Virando a própria mesa, livro do Ricardo Semler Livro The End of Management and the Rise of Organizational Democracy Livro Measuring and Managing Performance in Organizations Livro The Tipping Point - Malcolm Gladwell The Human Side of the Enterprise - Douglas Mcgregor Participantes: Giovanni Bassi - @giovannibassi José Barbosa (a.k.a. Kide) - @kidchenco Victor Cavalcante - @vcavalcante Victor Hugo Germano - @victorhg Créditos das músicas usadas neste programa: Music by Kevin MacLeod (incompetech.com) licensed under Creative Commons: By Attribution 3.0 – creativecommons.org/licenses/by/3.0

Poor performers often linger far too long. Leaders who avoid these performance issues damage their reputations and weaken their teams. Here are five actions to help you manage poor performers up or out.

Lacey Halpern of Xenium HR, joins the Human Resources for Small Business podcast to discuss giving feedback to employees, being authentic and managing performance. During this episode, Lacey and Brandon discuss how giving negative feedback is better than no feedback at all, methods to give positive and negative feedback, types of feedback worth sharing, what is more appropriate—public or private feedback, why being authentic is important, how giving feedback can affect a relationship.

How can any form of managed performance to expected (personal or organizational) outcomes be achieved if you don’t have a system or a process that defines and enables the measurement of good or bad, better or worse and right or wrong? The post Managing Performance appeared first on letstalkcoaching.

We received numerous comments and additional questions from last week's show on Managing Performance: Achieving Results so we have decided to continue the conversation this week. Thank you to all that provided feedback and request for further dialogue. Performance management focuses on an organization's performance—results delivered in service, product, and/or revenue. Performance management is often viewed as one of the most difficult parts of a manager's responsibilities—and in essence it is the most important. During this week's episode, Dr. G and guests, Pastor Cedric Manley Airport Operations Manager with FedEx in San Diego, CA and Undraye Howard Vice President of Intellectual Capital at the Alliance for Children and Families will discuss techniques for having difficult performance-related conversations, ways to shape performance without being punitive; how to deal with employees that are not responsive to coaching; and more. Tune in to Leadership Matters with Dr. G: Informing Leaders. Inspiring Solutions!

According to Peter Drucker, “The ultimate test of management is performance!—achieving results.” In today's highly dynamic business environment, managing performance is about developing employees' capacity to perform and adapt to a variety of situations, and ensure the goals are consistently being met in an effective and efficient manner. Performance management focuses on an organization's performance—results delivered in service, product, and/or revenue. Performance management is often viewed as one of the most difficult parts of a manager's responsibilities—and in essence it is the most important. During this episode, Dr. G and guests will share proven practice and suggestions collected from Talk! Leadership Forum participants and will discuss elements of a performance management system, barriers to effective performance, how to overcome barriers/challenges and work with employees to improve performance and achieve results.

According to Peter Drucker, “The ultimate test of management is performance!” The performance of an organization's workforce has a powerful impact on its bottom-line. In today's highly dynamic business environment, managing performance is about developing employees' capacity to perform and adapt to a variety of situations, and ensure the goals are consistently being met in an effective and efficient manner. Performance management focuses on an organization's performance—results delivered in service, product, and/or revenue. Performance management is often viewed as one of the most difficult parts of a manager's responsibilities—and in essence it is the most important. Today's guests, Joseph F. Johnson, Executive Coach/Turn-Around Manager, and Doug Walker, author of A-Ha! Performance, will discuss elements of a performance management system, barriers to effective performance, how to overcome barriers/challenges and work with employees to improve performance and achieve results.

According to Peter Drucker, “The ultimate test of management is performance!” The performance of an organization's workforce has a powerful impact on its bottom-line. In today's highly dynamic business environment, managing performance is about developing employees' capacity to perform and adapt to a variety of situations, and ensure the goals are consistently being met in an effective and efficient manner. Performance management focuses on an organization's performance—results delivered in service, product, and/or revenue. Performance management is often viewed as one of the most difficult parts of a manager's responsibilities—and in essence it is the most important. Today's guests, Joseph F. Johnson, Executive Coach/Turn-Around Manager, and Doug Walker, author of A-Ha! Performance, will discuss elements of a performance management system, barriers to effective performance, how to overcome barriers/challenges and work with employees to improve performance.