Mixed Bag
Humility, Integrity, Purpose, Drive
The leaders who conducted our Time Management & Prioritization Leadership Training
This technique of performance coaching can be used to help identify the fundamental reasons behind a problem. It goes beyond surface-level symptoms and explores the deeper factors contributing to the issue using a socratic method.
The Five Whys
The three primary roles that individuals can assume during interpersonal conflicts and dysfunctional interactions
Victim, Persecutor, and Rescuer
These are the characteristics of a SMART goal
Specific, Measurable, Achievable, Relevant, Time-Bound
What color shirt was Kevin wearing yesterday?
Blue
These characteristics are hallmarks of reactive attention management (name 2)
Multitasking
Unscheduled work
Saying "yes" to almost everything being tasked to you
Distracted
"In yesterday's client call, when you provided your responses to the client question you did not answer their question directly, instead providing an example that was unrelated to the topic. The client pinged me, they were confused on the response. I'm concerned we lost credibility with our proposal."
is an example of this feedback model
The Situation, Behavior, Impact (SBI) Model
What are the 3 roles in the empowerment dynamic?
Creator, Challenger, Coach
These are the 4 competencies our performance reviews are based on
Client Success & Delivery
Operational Excellence
Personal Develpment/People Development
Evolv Grower
These are the clubs which evolv has approved for 2024 (Name 3)
This tool optimizes task management through strategic categorization into 4 different quadrants: Do First, Schedule, Delegate & Delete
The Covey Prioritization Matrix
The 7 Tips on engaging in effective 1:1's (name 3)
Ask open ended questions
Provide constructive feedback
Build relationships
Do not cancel repeatedly
Shared ownership
Listen actively
Be fully present
Member of the drama triangle that Blames, criticizes and dominates; feels self-righteous, threatened, defensive or angry
The Persecutor
These are the steps in the Performance Review process
Team member feedback
Manger feedback
Calibration (EN, CM, TF, TA meet to discuss review & merit increases)
Review (Review conducted, new comp plans sent & signed by employee)
These are the 4 outcomes that arise out of Employee-organization conflict
Work Unhappiness, Higher Stress, Higher Turnover, Decreased Productivity
Employee-organization conflict refers to a state of discord or tension that arises when there is an incompatibility or divergence between the goals, interests, values, or needs of individual employees and those of the organization or company they work for. It represents a perceived or actual clash between the expectations and demands placed on employees by their work environment and their personal well-being or desired work-life balance.
The mere perception (real or imagined) that there is a misalignment between work and personal life can breed several bad outcomes, even if this is not the case.
These are the 4 disciplines of execution mentioned in our Time Management & Prioritization Leadership Session
Focus, Leverage, Engagement & Accountability
These are 4 of the 7 necessary elements for successful performance coaching
Trust
Focus on Development
Regular Feedback
Collaborative Approach
Growth Mindset
Continuous Improvement
Accountability
This is the "Bridge" from Drama to Empowerment discussed in our Drama Triangle Training
FISBE (Focus, Inner State, Behavior)
These are 3 of the 4 goals of the review process
Regonition & Appreciation
Feedback & Improvement
Goal Setting & Alignment
Robust Documentation
These are the 5 stages of the Trust Lifecycle
Formation, Building, Maintenance, Deterioration & Repair
The creator of the "Flow Theory"
Mihaly Csikszentmihalyi
The theory suggests that flow can be achieved when the balance is struck between the individual's skill level and the level of challenge presented by the task. When the task is too easy, individuals may become bored and disengaged, while when the task is too difficult, individuals may become anxious and stressed (https://shorturl.at/lFLP5)
The steps to delivering feedback verbally
Present the scenario and listen to the Team Member
Try to understand their perspective (even if you don’t agree)
Avoid assumptions and ask open-ended questions
Empathize
Provide clear guidance with specific details
Positive reinforcement
Follow-up
Take notes
This member of the empowerment dynamic Evokes or provokes the will to create in others; feels clear, confident, centered and committed
The Challenger
Improved Performance
Increased Engagement
Better Work-Life Balance
Strengthened Relationships
Enhanced Skills