Author Archives: Performance Support Partners, LLC

About Performance Support Partners, LLC

Mia is a business consultant, coach and project manager and is the founder of Performance Support Partners, LLC. She helps business and technical leaders engage and mobilize their employees to improve productivity, performance, customer satisfaction and increase profits. For more information, visit Mia’s website at www.performancesupportpartners.com and join her mailing list to get a free employee engagement self assessment for instant insights about your employee’s engagement levels.

What Is the First Step in Engaging Employees?

It is a bit shocking to read that only 13% of employees are engaged at work. According to Gallup, in their 142-country study on the State of the Global Workplace, the United States and Canada were only slightly better than … Continue reading

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Where’s Your Spark? Your Destiny, Character and Calling Part 3 of 3

I invite you to read part 3 of 3 in my guest blog on http://www.unite4women.com entitled “Where’s Your Spark? Your Destiny, Character and Calling.  In part 1 and part 2 of this series, we walked through writing your Destiny statement … Continue reading

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Where’s Your Spark? Your Character, Destiny and Calling Part 2 of 3

In part one of this 3-part series, we talked about how before we can inspire others, we first have to inspire ourselves. In order to inspire ourselves, we need to know why we are here on Earth. When you know … Continue reading

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Where’s Your Spark? Your Destiny, Character and Calling Part 1 of 3

If you have ever pondered the question, “why am I here,” you may be interested in walking with me through the Lance Secretan’s process of writing your Destiny, Character and Calling.  When we align with our purpose in the world, … Continue reading

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Boston, Resilience and the Paradoxical Commandments

Yesterday a colleague asked, “Did you hear about the bombings in Boston?”  I had not.  I don’t watch the news very often.  I have renamed the news “The Bad News” because 90% of the news talks about 1% of the … Continue reading

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What’s Next after a Layoff

A layoff just happened. A number of my friends and colleagues became corporate refugees. Becoming a corporate refugee is tough. I feel for them. I have been through the unexpected loss of a job. I have a running joke that I have a talent for picking companies that merge, move or go under.

While I can now joke about this “talent” of mine, the perfection of these experiences was that I learned I would live through them. I learned that ‘job security’ was an illusion. The only job security that exists is understanding your own strengths and talents and how to articulate that value so that you could provide it to a company that needs what you have to offer. It also means becoming aware of or understanding what type of work environment allows you to do your best work, and going out and finding it or creating it. Continue reading

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A Coaching Approach – Champion Your Staff to Better Performance

One way to improve the performance of your team or staff is to pursue mastery in using coaching skills. Managers that do this skillfully will improve the performance of their team. There are many proficiencies and deliverables to master as a coach, and one of these proficiencies is championing. You should champion your staff early and often.

What exactly is championing? Championing is a form of support that can be comprised of many things including the following:

acknowledgement of an achievement
acknowledgement of a breakthrough
acknowledgement of a success
encouragement
support
inspiration

You can champion actions, progress, dreams, traits, commitments, talents, gifts and qualities. When you champion someone, you are championing something that has already occurred. A memory aid is that championing requires a champion. A champion is someone who has already excelled, accomplished something or succeeded at something. Continue reading

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When You Say You Need Training, You Really Mean Performance

I used to think that when managers asked me to design a training program, they wanted a good training program. Based on my experience, what managers are REALLY asking for is performance. Since there are so many more pieces to performance than just training, I have to be very clear with them on the limited scope of training, and educate them on what all has to be considered for performance. That is a MUCH bigger scope. And, dear manager, you also have some responsibility in improving performance. Continue reading

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Hate Managing People? Manage Work Instead.

I was reading the ROWE (Results Only Work Environment) blog (which I highly recommend) and they referenced some old ways of thinking as being “stuck in a Mad Men time warp.” I found the reference hilarious having actually worked in a company that was stuck in a Mad Men time warp.

Given the memes of our times, it is hard to not get stuck in a TTWWADI (That’s The Way We’ve Always Done It) rut about how work happens. Sometimes we don’t even know we are in one. Our beliefs about how work happens are even in songs like Dolly Parton’s“9 to 5” and Donna Summer’s “She Works Hard for the Money.” The idea that work only happens between 9 and 5 is based on a more industrial age mindset that your body must be present for a certain number of hours for work to happen. This mindset is based on having none of the following technology:

internet
e-mail
web meetings
laptops
smart phones
iPads
laptops
social media

For work to happen, you had to be there. Continue reading

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Is Your Office a Monkey-Free Zone?

Is your workplace a monkey-free zone?

Performance Support Partners – Monkey Free Zone
Is Your Office a Monkey-Free Zone?

“What?” you say. Let me explain. If I didn’t laugh, I would cry over some of the stories I have heard about experiences in the corporate world. It amazes me that so many managers go down the wrong path in trying to motivate their employees to behave differently.

My friend relayed a story about how his office decided that there was too much negativity in the work place and they needed to do something about it. Negativity can be contagious, and eliminating workplace negativity would be a positive thing.

Their strategy was to create a rule that if an employee said something negative, they would have to keep a monkey (a children’s stuffed animal) at your desk at all times. The only way you could get rid of the monkey was to wait to hear someone else saying something negative and then give the monkey to them. Continue reading

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