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Leadership Development: I Add Positive Value to the Lives of Others!


“You see in life, lots of people know what to do, but few people actually do what they know.  Knowing is not enough! You must take action.” Tony Robbins

Here is a five step process I use to add positive value to the lives of others.  This plan can be customized to fit specific needs.

  1. Analyze
  2. Design
  3. Develop
  4. Implement
  5. Evaluate

List your unique abilities, talents, strengths interests and passions.  Then choose an overall purpose for your life.  For some people, it may take hours to think it through; for others it may take days or longer.  Once you’ve honestly assessed yourself, clarify your purpose by writing it down.  Then choose a vehicle with which you can serve people that is in alignment with your purpose. Begin living your life with meaning today.

Here is an example of how my wife and family decided to implement the Five Step Plan.

So my wife and I started another business in our free time.  It’s called Agape Beverages.  I apologize that when I first started my Training & Development business I did not offer free coaching or to design a personal improvement plan as a free sample.  This would have been too expensive and time consuming.  However, Agape Beverages my new family business is COFFEE, and I will be glad to offer you some free samples just because I can!  My coffee is “100% USDA Certified Organic” and I am offering you the opportunity to receive a free sample of coffee just by commenting on this blog post telling me, “How do you drink coffee (black or with cream and sugar)? Or, do you drink tea (green or black)?  I even have mocha and hot chocolate.  I will send you the free sample based on your comment and I will send it to you by mail at no cost to you.  No strings attached.  I would only ask that you share the coffee with your loved ones too.  Hey, I am in the coffee business and I want to share my great tasting coffee and opportunity with everyone.  Thank you for your support!

W. Clement Stone says, “When you discover your mission, you will feel its demand.  It will fill you with enthusiasm and a burning desire to get to work on it.”

I have found my mission in life.  My burning desire is to help and to serve others.  I add positive value by listening, coaching, assessing, motivating and designing successful implementation plans designed to improve performance in alignment with their personal dreams.

Success means doing the best we can with what we have.  Success is the doing, not the getting; in the trying, not the triumph.  Success is a personal standard, reaching for the highest that is in us, becoming all that we can be.” Zig Ziglar

Decide, Commit, Succeed!

Have you found your burning desire?  Please leave a comment below.

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The 5th Step to Improving Performance: Evaluation


When called on to improve performance by a friend, family member, community or organization to help solve a problem or improve systems management, there are steps to be followed: (1) Analysis, (2) Design, (3) Connecting the Design to Development, and (4) Implementation. This is the fifth installment of a five part series for Improving Performance.  After a thorough review of gathered data we are able to move on to Evaluating the desired outcome of the performance improvement plan, to add positive value while meeting expectations or goals of the organization. This installment completes the steps I go through when called on as a consultant to improve performance. These steps are useful for Individuals, Families, Communities, and Organizations.

The 5th Step to Improving Performance

Evaluation begins from day one to assess the performer’s or organization’s current knowledge based on the standards that have been pre-determine; this helps determine where to focus to begin the process of learning.

Have you ever asked for directions and the person starts rattling off directions without knowing where you are?  What happens?  It leads to frustration and confusion for everyone involved.  After clearly understanding and identifying the current position we now can move on to the next step: Evaluation.

Listing activities will produce the learned and desired behavior—in our case—improved performance.  Evaluations are an ongoing process and not just for after the event is over or finished.  It begins and continues throughout all stages; from Analyzing, Designing, Developing, and Implementing.  The evaluation stage is also evaluated.  Evaluation is a multi-layered process to ensure the content used to improve performance is measured against the evaluations needed to produce the desired outcomes and behaviors.

Here is an example of performance meeting evaluation measures:

Objective

Evaluation Task

Behavior 

Perform CPR on unresponsive person

Perform CPR correctly on unresponsive person

From this example of an objective matching performance, we can clearly identify and understand that if taught incorrectly, performing CPR incorrectly can cause harm.  Have you heard the saying “Practice makes perfect”?  This is not true! It should be, “Perfect Practice makes perfect.” Please understand no one is perfect; having a clear understanding of the desired outcome and matching the evaluation to the performance will encourage and improve performance.  Perfectionism is an enemy to everyone and is not healthy to try to achieve.

In the implementation phase, I shared two of the four levels of evaluation, (1) reaction and (2) learning.  The next two levels of evaluation take place after the training is over.  They are (3) Behavior and (4) Results.

The level three evaluations ask the most important question, “Did the training stick or how much of the training will the performer keep to improve desired performance?”  About 11-12% of training is evaluated for behavioral change; this means one out of 10 performance improvement plans are evaluated for effectiveness.  After training is over, there are two ways to measure effectiveness of training surveys and observations, which lead to half of an effective evaluation.  The other half is to make up from certain measurements of performance, the starting line verses the finish line.  When evaluating a performance improvement plan, measuring behavior against pre-training behavior shows how effective the training has been.  This is done by evaluation and identifying the impact areas of improved performance.

Level four evaluation is about results—bottom line, up front.  We all want results, the quicker, better, and least painful the better.  This is the most challenging part because maximum results differ between each individual performer, family, community or organization.  The results have to be clearly defined and agreed upon up front.

My really good friend called and asked for some advice the other day, after listening to the challenge being shared, I was asked, “What should I do?”  I answered with a possible outcome based on information presented.  The response is, “Well, what I mean is – here is the real problem.” Again, I share a possible solution, followed by the same response, “Well, this is the real problem.”

Desired results are solid while at the same time also being fluid, like water.  Water seeks the level of the person’s understanding, and when wanted results are a moving target it becomes more challenging to hit the target.  Only about three percent of training is evaluated for results because the numbers often times become inflated and it is costly to determine the “true results.”  The clearer the desired outcome of performance the clearer the bottom line of results.  It can be achieved and stated with integrity and honesty.

Learning to improve performance is similar to living and improving life.  We are all learning along the way preparing for someone to evaluate our performance.  Hopefully it will be based on agreed upon standards of performance, which measure the impact of where one started, against how one applied what was learned and how they finished.  Clear priorities with action steps toward the desired performance, make growing and improving performance less painful because there is a clear expectation of our performance.

Developing a Performance Improvement Plan is essential to increase and improve the desired goals and improved performance of individuals, families, communities, and organizations.

Decide, Commit, Succeed!