Peak Performance
According to research, only 29 percent of employees are motivated and energized. What, then, is happening to the other two-thirds of the people working in organizations?
This is an even worse scenario than the old joke in which a manager is asked how many people work in his company and he responds, “About half of them.” Are the people in your workplace happy and fully engaged?
Two Sides of the Disengagement Coin
Disengaged employees often appear to lack commitment. In reality, many of them crave re-engagement. No one enjoys working without passion or joy.
While many factors cause disengagement, the most prevalent is feeling overwhelmed (or, conversely, underwhelmed). Disconnection and overload pose obstacles to performance, yet they often go undetected or ignored because neither qualifies as a disciplinary issue.
Meanwhile, managers try to work around such problems, hoping for a miraculous turnaround or spark that reignites energy and drive. They try incentives, empowerment programs or the management fad du jour.
While it’s impossible to spark flow moments all day long, you can greatly improve your ability to help others achieve peak performance. Until recently, managers tried various motivational methods, with only temporary success.
You can't sprint to peak performance, the brain needs careful management and rest. Brain science tells us that as knowledge workers, we must manage our thinking minds with care.
In addition to variety and stimulation, we require food, rest, human engagement, physical exercise and challenge. You cannot expect a human being to sit at a desk for hours and produce quality work without providing these essential elements.
We often forget that thinking is hard work. If you work too many hours, your brain’s supply of neurotransmitters will be depleted, and you won’t be able to sustain top performance. Without proper care, the brain will underperform—and brain fatigue mimics disengagement and lack of commitment.
Peak performance also depends on how we feel: hopeful, in control, optimistic and grateful. We need to know that we’re appreciated.
Are you working in a professional services firm or other organization where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching to help develop high performance leaders? Leaders tap into their emotional intelligence and social intelligence skills to fully engage employees and customers.
One of the most powerful questions you can ask yourself is “Do our managers help their people achieve peak performance?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their high performance leadership development program. .
Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you create a culture where all employees are fully engaged. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.
About Dr. Maynard Brusman
Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders. Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.
For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.
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