Wouldn’t it be just nice if everyone in your workplace is working and contributing the best that they can? Unfortunately, that isn’t always the case. Some would only do the bare minimum of what is expected of them. There are also those whose performance levels fluctuate. Some are top performers but get demotivated when they see how others behave.
To improve our productivity and efficiency, Dr. Jeff Fox of Fox Public Safety Training, Educating and Consulting joins today's webinar to share pointers in becoming peak performers. One of Justice Clearinghouse's most sought-after speaker, Dr. Fox served for 27 years in the field of criminal justice, and 17 years teaching criminal justice in various colleges and universities.
On this course, Dr. Fox shares how to be a peak performer, and for leaders, to mold others into becoming one. Specifics of his discussion include:
- A working definition of what a peak performer is that recognizes their abilities, the quality of their work, their efficiency and effectiveness.
- The different basis of one’s performance and the question of relativity on the measure of performance.
- The three domains of learning that must be balanced for an individual be a holistic peak performer.
- The top 10 characteristics of peak performers that must be entrenched within the individual and fostered through the organization’s culture.
- Tough questions and big responsibilities for the leadership to ensure that their organization encourages peak performers in their hiring process, leadership and management style, training, and the motivation and rewards system.
- The 7 Habits of Highly Effective People that promotes being proactive, planning, positivity, and continuous development.
- The four components of stewardship that allows leaders to develop their people by providing opportunities that allow them to take responsibility and practice authority and accountability.
- The 12 Tenets of Hope and Trust that highlights mutual respect, mindfulness, credibility, positivity, openness, and authenticity that is bolstered by sharing of power and an effective feedback mechanism.
- The 12 Principles of Highly Successful Leaders for Transformational Living that examines one’s values when it comes to leadership, relationships and living.
Different psychological theories related to motivation and productivity as:
- Maslow’s Hierarchy of Needs that upholds human’s basic, psychological and self-fulfillment needs as motivators.
- The Employee Expectancy Model of Motivation that views effort and performance as results of anticipating a reward.
- Herzberg’s Two-Factor Motivation-Hygiene Theory that relates job satisfaction with hygiene and satisfier factors.
- The Hawthorne Studies that suggest that the mere intention of improving conditions causes motivation and satisfaction.
- The Pygmalion Effect a.k.a. Self-Fulfilling Prophecy that stresses the importance of a person's belief in their abilities and its relationship to their actions and outcomes.
- Extrinsic and Intrinsic values that become an individual’s motivations.
- The 9 Psychological Profile for peak performance.
- The critical 7th Habit that looks into physical, emotional, spiritual and mental wellness so individuals, specifically peak performers, do not burn out.
- A deep-dive into employee motivations based on a study that reveals the conditions that make employees excel and go the extra mile in their roles.
- The top 10 motivators that leaders can practice to encourage their subordinates to become peak performers.
Various models that look into what makes up peak performance.
- The Peak Performance Pyramid that stresses a person’s foundations and skills to result in peak performance.
- The Peak Performance Curve that illustrates the characteristics and conditions that result in peak performance.
- The High Performance Pyramid that looks into physical, emotional and spiritual capacity and resilience.
- The Performance Level Pyramid that highlights the need for healthy habits and work ethics, and avoiding vices and indulgences, etc.
- The concept of contextual-based learning where peak performance occurs at the edge of one's comfort zone and emphasizes the need for constant training to expand these comfort zones.
- The importance of reflecting on your potential, expectations, and results to achieve peak performance.
- The difference attitude makes in how we show up ourselves and checking if our behavior is character or emotion driven.
The Q&A delved on the webinar attendee’s inquiries on:
- References for the topics discussed in the webinar
- Bringing up the topic of peak performance to your organization
- Working with non-peak performers
- Motivation based on Herzberg and Maslow factors
- Inconsistencies in employee results and/or performance
- Getting peak performers to recover from burnout