There are several ways to use this performance aid. You may want a client to simply complete the checklist to make changes in how to approach work spaces and time. Or it could also be used as a conversation starter by having a team, department head or colleagues, complete the checklist and then meet to review how a team feels about the work environment.
⎕ We spend time appreciating past successes and savoring the feeling of earlier accomplishments.
⎕ We spend time envisioning how our work will make a difference in the future.
⎕ We declare and commit to specific goals.
⎕ We teach, encourage, and practice mindfulness in the workplace.
⎕ We work in a culture that respects the need for recovery.
⎕ We model positive performance behaviors by turning off email, cell phones, and texts during personal time and encouraging employees to use their vacation time.
⎕ We teach and use active, constructive responding.
⎕ We intentionally use language to prime others for success.
⎕ We begin meetings with good news—either personal or work related. We regularly celebrate the successes of our teams.
⎕ We verbalize our appreciation and gratitude for co-workers on a routine basis.
⎕ We use positive, upbeat language even when dealing with setbacks. We always include “because” when we ask for change.
⎕ We interrogate our goals by asking, “Given our current reality and our future commitments, will we really reach our desired outcome?”
⎕ We focus on and celebrate the process of working for a goal, rather than the outcome.
⎕ We practice communicating positive expectations that bring out the best in our co-workers.
⎕ We have a manager/employee feedback ratio of at least three positive comments to every negative one.
⎕ We foster an environment that encourages lifetime learning and development.
Original Article: 2019 ATD, Association for Talent Development | 1640 King Street, Alexandria, VA, 22314, US
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