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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    Categories Displays a list of categories from this blog.

Posted by on in Competencies and Strengths
Most small to mid-size businesses are too busy growing to spend time growing their people. This can be a serious mistake. If you simply let people learn on the fly and promote them when needed, then you are setting them up to fail. This is so prevalent that a book called the Peter Principle was written about this phenomenon. In 1969, Lawrence Peter wrote a humorous book titled The Peter Principle in which he postulated that, in a hierarchy people tend to be promoted to the level of their incompetence. He noted that although this is not planned it is the unintended consequence. Companies make a flawed assumption that because the employee was a great individual performer in the previous job that he or she will adapt and become a leader of the team. Inevitably, according to the Peter Principle, the person ends up being promoted to a job where they...

Posted by on in Competencies and Strengths
You will be so much more productive if you are able to know your strengths. In most cases you like what you do well. So why are people beating themselves up trying to improve their weaknesses. I think it is foolish to try to improve your weaknesses or limitations. Even if you attempt to do it you will never be fully satisfied, and you will be in a constant state of stress. But isn’t that what many of us try to do?   When your child comes home from school with his or her report card and it shows, for example, an A in math, B’s in history and science, and a C in English, what is your response? That’s right. Most people will talk to their child about raising the grade in English. But what if your child might have a real talent in math? He or she might become a...

Posted by on in Competencies and Strengths
Today’s fast paced economy demands that we work at peak performance or fall behind. That also requires that all your employees are working at peak performance. It is no secret that more organizations are doing more with less. That is certainly a good thing if we learn to work smart. This means that we should engage smart development of our staff members. One of the problems I have noticed in many organizations is their lack of clear training and development objectives. Furthermore, many do not tie training and development initiatives to measurable outcomes. Here is an example. I recently had a credit union call me. They had found me online and saw that I was doing leadership development sessions. They asked if I could do the same thing at their premises. Naturally, I asked about their business objectives for the training. In other words, what business outcome did they want to...

Posted by on in Competencies and Strengths
We make the best decisions when rely on our strengths rather than try to shore up your weaknesses. Unfortunately, most of us have little sense of our talents and strengths, much less the ability to build our lives around them. According to some psychologists 88% of the decisions you make on a daily basis rely on your natural talents and tendencies and that these are part of your subconscious. Your subconscious is an important, powerful, and much needed tool. The subconscious handles all of your basic physical functions like breathing, your heart rate, your immune system, etc. The subconscious mind holds the blueprint of your body as it is now and also the blueprint of your perfect health. Because your subconscious mind’s main objective is focused on survival, it can cause you to make decisions based on limited knowledge or beliefs or sometimes even false knowledge. Understanding how we subconsciously use...

Posted by on in Competencies and Strengths
A successful business leader positions his or her staff to use the top talents of everyone. Jim Collins who wrote, “Good to Great” refers to this as getting the right people in the right seats. This includes not just testing skills and knowledge but also examining attitudes and behaviors. Help your team use their strengths to push their performance to new levels. Unfortunately, many of us spend time trying to correct weaknesses. These old habits are hard to break. It probably began when we were kids. When a child comes home from school with his or her report card and it shows, for example, an A in math, B’s in history and science, and a C in English, What is the first response? Most people will talk to their child about raising the grade in English. But what if the child has a real talent in math? He or she might...

Posted by on in Competencies and Strengths
We make multiple decisions every day. Some are seemingly small decisions while others seem to be of huge importance. No matter the level of importance, all decisions lead to an outcome or a series of actions. We make the best decisions when rely on our strengths rather than try to shore up our weaknesses. Unfortunately, most of us have little sense of our talents and strengths, much less the ability to build our lives around them. Instead, guided by our parents and others from the time we were growing up, we end up living lives that have been influenced by them. This results in working on our weaknesses while neglecting our strengths and our dreams. Have you ever given any thought to the fact that 88% of the decisions you make on a daily basis rely on your natural talents and tendencies and that these are part of your subconscious. Your...

Posted by on in Competencies and Strengths
As leader of a team you need to put forth your clear vision and values. That is the first step—knowing where you are going. Next, you need to inspire those on the team to do their very best. You start, of course, by getting the right people in the right jobs. This includes not just testing skills and knowledge but also examining attitudes and behaviors. You have selected the right people. The next step is finding each individual’s strengths and leveraged them. Everyone has talents and non-talents. A person’s non talent is not a problem by itself. However, it can become a problem if he or she is placed in a job requiring the use of that non talent. Help your team use their strengths to push their performance to new levels. Unfortunately, many of us spend time trying to correct weaknesses.   Unfortunately, most of us have little sense of our...

Posted by on in Competencies and Strengths
I am advocating something that may sound counterproductive. I think it is foolish to try to improve your weaknesses or limitations. Even if you attempt to do it you will never be fully satisfied and you will be in a constant state of stress. But isn’t that what many of us try to do?   When your child comes home from school with his or her report card and it shows, for example, an A in math, B’s in history and science, and a C in English, what is your response? That’s right. Most people will talk to their child about raising the grade in English. But what if your child might have a real talent in math? He or she might become a great math genius. But it might never be realized because time was spent dwelling on weakness rather than leveraging strengths. To put it another way, we have talents...

Posted by on in Competencies and Strengths
Optimizing performance is a buzz word that is heard in almost any organization. As a leader you need to work at peak performance and get peak performance from members of your team. It is no secret that more organizations are doing more with less. In some cases companies have cut the training and development budgets. Those that have done so have not seen the relationship between the training and development and results. But is it the training or is it the way it is being delivered. I contend that it is the way it is being delivered. One of the problems I have noticed in many organizations is their lack of clear objective for outcomes from the training they are providing. I recently had a credit union call me. They had found me online and saw that I was doing leadership development sessions. They asked if I could do the same...

Posted by on in Competencies and Strengths
Developing a high performing team certainly does require clear cut vision and values.  In fact, I discussed this very thing in last week’s blog.  Next, you need to inspire those on the team to do their very best.  You start, of course, by getting the right people in the right jobs.  This includes not just testing skills and knowledge but also examining attitudes and behaviors.  You now have the right people.  Now what? Help your team use their strengths to push their performance to new levels.  Unfortunately, many of us spend time trying to correct weaknesses.  I have told this story before but it is a great illustration of what happens: How many of you are parents?  When your child comes home from school with his or her report card and it shows, for example, an A in math, B’s in history and science, and a C in English, What is...

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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