Tag Archives: performance

What if… your performance fails “suddenly”?


TWP blogHave you ever been in a situation where your professional life seems to fall into pieces? You have been around for some time, you have been successful so far, you were even used as a role model for others, but suddenly the winds changed? Nothing goes right, whatever you try fails, and even those who supported you before now turn their backs on you.

Well, if you haven’t, congratulations! I hope your life continues without this experience. However, in case you have been in a similar situation, like I have, or even worse, in case you are in this difficult situation right now – here are a few ideas for how to get yourself out of this dip of misery.

  1. Get yourself out of the center of attention – sometimes the best move is to take a few days off if you can.
  2. Think about what led to the situation: What could you have done differently? Could you or should you have done more of certain activities? What other influencing factors do you recognize?
  3. Gather hard facts (e.g., data, reports, stats) about your performance.
  4. Obtain observational feedback from colleagues who know you and who can assess the particularities of your work environment.
  5. Once you’ve done # 2, 3, and 4, work on your personal list of what you would like to achieve professionally: What is important to you? What fills you with joy? Where have you been most successful before?
  6. Think outside the box – what would be best for you? Stay with your current employer or move on? If you should move on, what comes next? If you want to stay, think of other ways to improve your performance; the protocol What? How Much? By When? can be a useful guide.

The most important message though is: Do not doubt your abilities and capabilities! They are still in you, and you’ve proved yourself many times before – you simply need to re-discover them again! Good luck and all the best in your future career path!

Claudia Irmer is Senior Results Consultant at Cohen Brown Management Group and an expert in behavioral embedding. Claudia covers continental Europe and Russia.

What are the real issues behind Poor Performance?


productivityAfter a not-so-successful day at home or work, did you ever find yourself asking:

• Why is my team performing so badly?

• Why is my child having trouble at school?

• Why am I not performing up to my own expectations?

Poor Performance is not such a difficult problem if you know how to identify the real issues behind it. Let me share something I’ve learned.

When you encounter Poor Performance, there are only three simple questions that need to be answered:

1. Was I, he, she clear in what should be done?

2. Was I, he, she capable in doing it?

3. Was I, he, she motivated to do it?

As a leader, manager, coach, or parent, you should ask yourself these three simple questions, and you should discuss them with the person(s) in question.

It is your responsibility to support, coach and help your team, your child, and/or yourself to create success and perform better.

Your thoughts?

Brenda Schäfer is a Results Consultant for Cohen Brown Management Group, Inc.

The Peaks and Valley Nightmare


behavior, trainingOver the years I’ve heard a recurring theme from the sales and service leaders to whom I’ve spoken. They express frustration that the time and investment they make in training doesn’t seem to generate the return or the outcome they expected.

Sound familiar?

Perhaps you hired a well-respected training vendor or used your internal learning and development resources to develop sales and service training for your frontline teams.

You made the investment – in time and money. The training was well received. Mission accomplished!

Wrong. A few weeks later you found that little changed. There may have been an initial uptick in performance, but this quickly peaked and fell back to previous levels. We call this the Peaks and Valley Nightmare.

To avoid the Peaks and Valley Nightmare and ensure you get a positive ROI from your investment, remember that the goal of any training initiative is to build skills capability and ultimately change behavior. With that in mind be sure to:

Clearly define success – both in terms of the expected outcome and qualitative and quantitative measures. This includes defining metrics to measure success and ensuring there’s a baseline against which to measure progress.

Make sure your vendor or internal provider can answer the following questions:

  • How will managers be involved in the process?
  • How will managers follow up with their team members?
  • How will they support the organization to ensure objectives are met?
  • What tools and techniques are included to help frontline leaders embed new skills and master key sales and service behaviors after the training intervention?

Develop a plan of action or a blueprint to continue to develop the skills and behaviors required to achieve and sustain peak performance.

Behavior change doesn’t happen overnight and lasting behavior change is rarely if ever the result of a one-off training intervention. It requires reinforcement, practice and embedding processes and diligent management – forever.

Your thoughts?

Cynthia Leverich is Director of Global Business Development for Cohen Brown Management Group, Inc.