Jason Treu's Blog, page 18

Quick Way to Use Peer Feeback to Increase Performance by Double Digits

Peer feedback is a great way to boost employee performance. Several research studies show it can add 10% to 14%.

“As work becomes more interdependent and managers have less direct visibility into the day-to-day of their teams, high-quality peer input has become an essential part of effective performance feedback,” says Jessica Knight, research director at Gartner.

It’s an area that every organization should consider adding into their feedback and review process. I think there can be a lot of value in this.

It does need to be orchestrated and structured in a thoughtful manner. There are quite a few ways to go about conducting it.

There also are some simple ways to do this (without a formal process) to elicit peer-to-peer feedback such as:

Give each employee in a group a $25 Starbucks gift card. They can give it to one employee that they believe goes over and above in helping them or other teammates. They’d need to write up something (maximum two paragraphs) on what the person did (and the impact), why they think it’s notable and how this embodies the organization’s values and spirit. 
Experiment with one group and see how it works.It’s inexpensive and you could learn a lot of valuable information about the team and the organization as a whole.

Try and see how peer feedback can benefit your organization!

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How to Get Employees To Be Interested in Negative Feedback

Here is a simple tip to get employees to both be willing to receive negative feedback and implement it:

“Jack Zenger and Joseph Folkman argue against the default assumption that most managers dislike giving negative feedback because they assume that people don’t like to receive it. In their survey of 899 people, Zenger and Folkman found that 57% of survey respondents prefer receiving corrective feedback and “when asked what was most helpful in their career, fully 72% said they thought their performance would improve if their managers would provide corrective feedback.”

Unsurprising? Knowing how to improve should help you improve, after all. The more significant takeaway from Zenger and Folkman’s research was that honest feedback is a two-way street. They “found that subordinates whose managers did not listen to their point of view before offering up feedback were significantly less interested in receiving negative feedback.”

So again, the first step for a project manager or peer that is trying to reach a colleague and share feedback that is effective and supportive is to be open to receiving it.”

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One Question To Understand Any Company’s Culture?

Want to know the culture of an company? Ask people to tell stories/analogies about things that happen there that wouldn’t occur anywhere else.

This is also a great exercise for Human Resources, leader in charge of company culture, CEO, board member, and executive team member.

(I bet probably .01% of those leaders have ever asked that question.

It will tell them the truth about the culture. It’s a form of truth serum.

This key information is directly linked to performance, employee engagement and how much people care about the company.)

After you ask three or more people, look for the common themes (or lack of ones).

You’ll uncover significant insights by asking three people that question.

You’ll notice things like:

Levels of trust, caring, support and vulnerabilityValue they place on creativity, innovation and risk-taking Is psychological safety present or not?Company values Does that company prioritize building great relationships?Do they develop their employees and help them build their career

Organizations can’t hide this information as long as you ask the questions. You hold the power. Use it!

#culture #HR #shrm #performance #leadership

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Supercharge Sales Kickoffs with the Ultimate Team Building Game

Dozens of companies are using CardsAgainstMundanity.com to supercharge their Sales Kickoffs. It’s the ultimate team building game to increase performance, engagement and teamwork. Download the game for free (takes 5 minutes to set up) and see what companies such as Amazon, Google, Southwest Airlines, Gillette, Ernst & Young, and many others are experiencing. 

#teambuilding #sales #saleskickoff #salesmeeting #salesmanager #insidesales #teamwork # #executivecoach #keynotespeaker

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Why People Have a Hard Time Changing

People rarely change until the pain of staying the same hurts MORE than the pain of changing. 

It’s simple and true.

Usually a person needs to hit their version of rock bottom to change. Rarely do people do as they are making process.

The .01% that do have created a continual process for growth. I talk about that in the three-tier model that I’ve found the most successful people all use. They aren’t fully aware they are doing it, but they are.

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Why You Stop Making Progress

Here’s why many people stop making progress:

Sometimes the inability to see the incremental changes you are making each day holds you back from ever reaching your goal.

So celebrate progress each step of way so you gain perspective and won’t stop.

Why? When we feel like we are making progress, we get excited and motivated. It’s not achieving the goal that boosts us. It’s the journey.

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Great Leaders Practice Vulnerability

Great leaders practice vulnerability.

Why?

Because vulnerability is gateway to becoming a courageous and highly successful leader.

But in order to do that, a leader must first do their own self-inquiry to understand their sabotaging patterns and blind spots.

You can’t practice vulnerability unless you are vulnerable and accountable with yourself first. 

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Real Estate Investor and Fund Manager Client Testimonial

“When I started working with Jason I had some gaps in my mental model. I also had a general fear of the direction of the market. Jason removed the blind spots from my thinking and allowed disparate parts of my mental model to come together supercharging my growth. He also has great knowledge of the business process from seeing so many different companies grow. Since working with him we have grown revenues 34% and began raising our first fund. We also have a much more clear confident path forward in this and any market. I would pay for that ROI again.”

Vince Caviglia, Principal at GC Capital Group (San Diego, California)

(And I’m helping him launch his first real estate fund in first half of 2019)

#executivecoach #careercoaching #testimonials #realestate #realestateinvestor #realestatebroker #realestateexperts #goals #fundraising #fund #realestatefund #privateequity #venturecapital #venturecapitalist #businesscoach #sandiego #california 

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Workshops at HR Communication Strategies Conference in Chicago – March 2019

Looking forward to my two human resources (HR) workshops at the “HR Communication Strategies Conference” in Chicago in March. I’ll be focusing on team performance/building and managing others (up, down, across and in teams/groups).  

You can get my free team building and performance game at cardsagainstMundanity.com We’ll be playing it at the conference.

HR Communication Strategies | Chicago

ALI Conference on Best Practices in Human Resource Communication, Engagement and Employee Performance

#humanresources #hr #conference #workshop #team #teamperformance #teambuilding #shrm #chicago #talentdevelopment #employeeengagement #employeedevelopment #managing #communication #leadership #eventplanners #executivecoach #aliconferences

My First Workshop at the HR Communication Strategies Conference



My Interactive Session on Managing Others

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Team Performance Workshop at Utility Concierge in Dallas

Fantastic day today with the team at Utility Concierge conducting my workshop on building the highest performing teams (both internally & third parties such as customers/prospects). We also played my game, Cards Against Mundanity, so people could experience why the information will work for them. It significantly increased trust, team closeness & engagement in an hour (measured via survey). 

More than 10,000+ have played the game including companies such as Amazon, Google, Southwest Airlines, Blue Cross Blue Shield, Ernst & Young, Gillette, Phillips May, Worldwide Express, PRSA, SHRM, and many others. 

#humanresources #shrm #teambuilding #salestraining #employeeengagement #executives #leade #leadership #workshop #talentdevelopment #personaldevelopment #perfomance  #hr #management #training

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