Welcome to Perfomance Development Strategies.



We partner with our clients to help them determine where they want to go and what results they want to achieve.  Then we help you develop the action plan to make it happen.  We help our clients develop and manage strategic, cultural, and structural changes within their organizations. By working together, we can provide personalized processes and support materials that help turn goals into reality. We help organizations align their plan, people, and systems in order to gain a competitive edge.
We facilitate and coordinate programs to develop your company's human capital, focusing on attitude development, human relations, skill development, and goal setting.

 

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Customer Service and Customer Loyalty


The mastery of customer service can mean the difference between success and failure. The corporate trend of raising customer service is a business necessity. Customers are more willing to forgive a product failure than a service failure by a ratio of 5 to 1. If customer retention is important, then improving customer service must be the tactic. Unfortunately in many companies, the customer has become a low priority. When people are not treated according to their expectation, they will take their business elsewhere. What’s more, they relay their bad experience to ten or more other people. The question then becomes not whether to improve your companies service standard, but how?

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What is
coaching? Is it right for you?

Have you ever felt like you are navigating through your professional life alone? If you are like most executives and small business owners the answer is yes. In a corporation, the higher up the ladder you go the harder it is to find someone to discuss dreams, goals, actions, and success strategy. This is also true of the small business owner. Having a coach is like having a needed connection that cannot be made with others. For example:

Your spouse may listen but the dynamics of marriage relationship may cloud perspective and objectivity.

Your friends want to be helpful but they don’t have the training to identify real issues and they don’t have the time commitment.

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PD Strategies Blog

Performance and Development Strategies Blog is the informational place to get timely and purposeful articles on the issues that concern you most.

  • Home
    Home This is where you can find all the blog posts throughout the site.
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Posted by on in Attitudes and Behaviors
Most people looking at obstacles standing in their way fail to see the obstacles they create for themselves. The biggest obstacle is one’s under valuation of their own potential. This leads to second guessing and ultimately procrastination. Procrastination is something that we all must confront and deal with from time to time. It's only natural to procrastinate at times, but the way you deal with your procrastination patterns will determine what effects procrastination has on your life. Why is it that so many people start out with good intentions to achieve a goal but never achieve that goal? When you procrastinate you simply fail to act on the very things you know will bring you the rewards that you desire. You know you want the rewards and know you must act but you hold off, make excuses and, in short, procrastinate. Procrastination can be caused by a fear—a fear of failure...

Posted by on in Attitudes and Behaviors
Some people find the task of selecting the right employee to be a very difficult task. But that does not have to be the case. A diligent hiring manager may spend time studying a candidate’s resume and asked questions about experience. But then, as one manager told me with a sign, you really have no idea until they are hired. Sadly, most organizations fail at hiring the right people. This occurs at organizations with a human resources department as often as it happens with the small business owner. The good news is that you can begin to hire the right people. Here is a simple fact. Managers tend to make hiring decisions by looking at background in the industry, jobs held before, and job history. Many companies even do background checks. They spend a significant amount of time looking at a candidate’s skills and knowledge before extending an employment offer. Later...

Posted by on in Attitudes and Behaviors
Do you think that attitudes are important to performance? If you don’t, consider the fact that most terminations occur because attitudes and behaviors rather than lack of skills. I love what Zig Ziglar said, “Your attitude determines your altitude.” The fact is that people do not put enough emphasis on how attitude affects performance. Yes, attitudes DO affect performance. In fact, they affect everything that we do. There is a strong link between attitude and performance. Let’s start with defining what attitude means in this context. An attitude is a pattern of thought. It affects how we approach everything we do. If you change your attitude and change your outlook you will change your outcomes. Not that this is as easy as turning on a switch. It’s not easy. You can change your attitude, your outlook, and how you think but it will take real commitment, discipline and desire to change...

Posted by on in Attitudes and Behaviors
It seems that when many people hire a staff member that spend a tremendous amount of time on resumes, skills and knowledge. And yet people usually don’t fail because of lack of skills. It is usually bad behavior, bad actions, or bad attitude. Several years ago, I heard Zig Ziglar speak. He said, “Your attitude determines your altitude.” What do YOU think about when you hear the word attitude? When I ask this question at workshops people usually respond with examples what they consider a bad attitude. It may even have a negative connotation to you. The fact is that people do not put enough emphasis on how attitude affects performance. Attitudes DO affect performance. In fact, they affect everything that we do. There is a strong link between attitude and performance. Let’s start with defining what attitude means in this context. An attitude is a pattern of thought. It affects...

Posted by on in Attitudes and Behaviors
Behavioral competencies are more important the functional job competencies. Organizations that leverage behavior competencies create cultures of performance and success.   And Peter Drucker is alleged to have said that culture eats strategy for lunch. This means the without the culture including vision, values, people who share those values and doing the right thing; then your strategy is not worth the paper it is printed on. In Good to Great Jim Collins explains that building a great organization is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” It may be simple but it’s not easy. You will need to change the way you hire people. Unfortunately, all too often owners and hiring managers tend to make hiring decisions by looking at background in the industry, jobs held before, and job history. Significant time is spent...

Posted by on in Attitudes and Behaviors
The most successful organizations hire people with shared values and who match the culture of the organization. While it is very important to hire the people that have the core competencies it is just as important that each new hire shares the organizations values. It is a mistake to hire a candidate based solely on experience. Most experienced managers will attest to the fact that most of the terminations occur not because of skills but because of attitude and values. In Westchester County New York I have worked with many industries ranging from real estate, construction, retail, service and hospitality, nonprofit, and manufacturing. I have made the same observation in all of these industries. Those running the business believe that their industry is different from others, so unique that the primary requirement is industry background. Because of that mindset I have seen many bad candidates hired and many qualified candidates screened...

Posted by on in Attitudes and Behaviors
One of the biggest mistakes a business and hiring manager makes is hiring solely based on experience. I have seen the business owners in Westchester County New York beginning to understand this. In my last blog I spoke about leading indicators. Business owners should watch and base their decisions on these indicators. This brings me to the point of why you should not rely on experience. Experience is in the past. As mentioned in the last blog, “Past experience is no guarantee of future performance.   In Good to Great Jim Collins explains that building a great organization is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” It may be simple but it’s not easy. You will need to change the way you hire people. Unfortunately, all too often managers tend to make hiring decisions...

Posted by on in Attitudes and Behaviors
Contrary to what you may think education and skills do not create success. There is a saying that knowledge is power. That is also wrong. It is the application of knowledge that is power. In school teachers would say, “Johnny could be a great student if he would only apply himself.” With that being said why are we fixated on grades, degrees, and experience on resume when hiring people? In Good to Great Jim Collins explains that building a great organization is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” It may be simple but it’s not easy. You will need to change the way you hire people. Unfortunately, all too often managers tend to make hiring decisions by looking at background in the industry, jobs held before, and job history. Significant time is spent...

Posted by on in Attitudes and Behaviors
Our success or failure is driven by our habits. In fact, habits have everything to do with our success or failure. A person with good work habits, for example, will be much more likely to succeed than a person without good work habits. Most organizations and people work on developing skills and knowledge.  However, problems and failures occur due to habits and behabiors. Habits can be good but they can also be harmful. A bad habit can cause us to continue to do things that are non-productive or destructive. For example, you might have a habit of laying back and taking it easy. The end result could be panic when you are up against a deadline. The end result could be failure to meet the deadline or failure to achieve good results. All of this is the result of living in a comfort zone. That comfort zone exists for us because...

Posted by on in Attitudes and Behaviors
Companies make a major mistake in hiring and training because they don’t understand critical factors of employee performance. Many companies spend time and effort on identifying the correct skill sets when hiring. Then, after a candidate is finally hired the company will invest in training the new employee in the skills, processes, and procedures for doing the job. In addition, the new employee will look to increase his or her skills and understanding of the business. The employee attends training on the latest systems or learns the latest sales techniques. The employee gets training on the features and benefits of the products and services. Most of the time is spent on learning the nuts and bolts. Many businesses see this as the most important path to success. Fast forward. The employee leaves the company. The hiring manager searches for candidates that have the same skill sets as the person who left...

Posted by on in Attitudes and Behaviors
A number of years ago I heard Zig Ziglar speak. He said, “Your attitude determines your altitude.” What do YOU think about when you hear the word attitude? When I ask this question at workshops people usually respond with examples what they consider a bad attitude. It may even have a negative connotation to you. The fact is that people do not put enough emphasis on how attitude affects performance. Attitudes DO affect performance. In fact they affect everything that we do. There is a strong link between attitude and performance. Let’s start with defining what attitude means in this context. An attitude is a pattern of thought. It affects how we approach everything we do. You can change your attitude, your outlook, and how you think but it will take real commitment, discipline and desire to change your old habits. Would you agree? In other words, you can do it,...

Posted by on in Attitudes and Behaviors
Selecting employees is one of the most important functions of a manager.   Sadly most organizations fail at hiring the right people.  This occurs at organizations with a human resources department as often as it happens with the small business owner.  The good news is that you can begin to hire the right people.  Jim Collins and his team laid out the principle in the book Good to Great.  It is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.”  It may be simple but it’s not easy.  You will need to change the way you hire people. Here is a simple fact.  Managers tend to make hiring decisions by looking at background in the industry, jobs held before, and job history.  Many companies even do background checks.  They spend a significant amount of time looking at...

Testimonial


Grant has worked with us at MAS to provide expert strategic planning knowledge and direction, effective goal setting and team development. I highly recommend his services to anyone who is looking to grow, organize or even redefine their business growth goals. Marshall that he had the greatest sales increase in 2012 30%

December 6, 2012, ~ Lisa Schmid and Marshall Marinace

 


 

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