[et_pb_section fb_built=”1″ _builder_version=”3.22″][et_pb_row _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.5.7″ hover_enabled=”0″]Asked to explain what is the key to peak performance, most people offer one of two answers – hard work or innate talent. But is that really the case? Is high performance really just a function of these two traits, or is there something more to it?
Watch our blog this week as Wayne reviews Wall Street Journal bestseller Talent is Overrated, by Geoff Colvin, to unveil the secret elements of superior performance and explain how to apply them in real life.
We’d love to hear what ideas you are adopting to improve the quality of your business.
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Barry Thompson says:
Leadership by example is paramount in my opinion, but I am working the hardest to improve myself (habits, language, emotions, delegating, etc.) because I think this will pay dividends consistently throughout our company.
Wayne Rivers says:
Great, Barry. I agree; change and improvement examples start at the top.
Hal Routh says:
Good stuff Wayne. Enjoyed it
Wayne Rivers says:
Cool. Glad you like it, Hal.
Hans Warren says:
Corporately we have made a deliberate practice of talking/reminding others about our beliefs and culture when giving an opinion on a situation. For example, we believe we should treat others as we would want to be treated and to do the right thing no matter what. So if we are talking about a situation with a customer or employee, we ask these questions before we discuss the specific issue. (This one is a newer practice.) We have had a deliberate practice for years of reviewing job costs and billings on a monthly basis with the project manager. We review the bid schedule on a weekly basis with the estimators. We have a company wide safety meeting monthly.
Wayne Rivers says:
Excellent, Hans! Thanks for outlining your practices.