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How to Manage for Peak Performance

Guest post by: Dr. Maynard Brusman

Article Overview: To achieve peak performance, each person must find the right job, tasks and conditions that match his or her strengths.

How to Manage for Peak Performance

“Put simply, the best managers bring out the best from their people. This is true of football coaches, orchestra conductors, big-company executives, and small-business owners. They are like alchemists who turn lead into gold. Put more accurately, they find and mine the gold that resides in everyone.” ~ Dr. Edward M. Hallowell, Shine: Using Brain Science to Get the Best from Your People (Harvard Business Press, 2011) Most managers want their people to achieve excellence at work. We really can’t ask for more. In fact, peak performance can be defined as a combination of: • Excellence • Consistency • Ongoing improvement To achieve peak performance, each person must find the right job, tasks and conditions that match his or her strengths. Facilitating the right fit therefore becomes one of a manager’s most crucial responsibilities. While every employee has the potential to deliver peak performance, it’s up to the manager to find ways to make it happen. It’s easy to spot peak performance when it happens. It’s what psychologist Mihaly Csikszentmihalyi describes in his book Flow: The Psychology of Optimal Experience (Harper Perennial Modern Classics, 2008). Employees who work at optimum levels experience a state of “flow,” typically losing themselves in a project, meeting or discussion. They may lose track of time or where they are. Each of us has relished such moments, but it’s hard to purposely replicate “flow” experiences. Many managers struggle to find the right words to rekindle motivation in people who have lost their enthusiasm. 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 to achieve excellence at work?” 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.

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Article Tags: executive coching, leadership development, peak performance, right job



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