“B# for Personal and
Project Success”
“Build your own ladder”
“Get ‘em while they’re hot”
Dr. Tony Zeiss
Wake Up Call
People + Purpose = Success
Cultivate Peak Performance…
- in yourself.
- in your employees.
Build Your Own Ladder
I.
Vision
II.
Thought
III.
Influence
IV.
Reciprocity
I. Power of Vision
POWER OF VISION
+
WILL TO SUCCEED
=
SUCCESS
Greatest Predictor of
Career Success
“Personal Vision”
PURPOSE
+
PASSION
=
VISION
II. Power of Thought
We Are What We Think
Thoughts  Belief  Action
Optimistic or Pessimistic
Reactive or Anticipatory
“Remember,
whether you think you can
or you can’t…
You’re right!”
- Henry Ford
III. Power of Influence
(Lead your people)
9. Law of Learning
8. Law of Self-Confidence
7. Law of Organization
6. Law of Results
5. Law of Problem Solving
4. Law of Team Work
(Trusting Relationships)
3. Law of Work Ethic
2. Law of Communication
1. Law of Attitude
Thoughts  Belief  Action
Old John
If You Don’t Like the Facts
Change Your Attitude
IV. Power of Reciprocity
“We Reap What We Sow”
“Do Unto Others…”
People treat us as they
perceive us
Another Big Challenge …
What Drives the Economy?
•
Government
•
Corporations
•
Small Business
People and their ability to
produce drives the economy.
Smart Organizations Are…
1. Attracting
2. Developing
3. Retaining
Peak Performers!
Get ‘em while they’re hot - Zeiss
I. Attracting Peak Performers
• Establish great reputation for a good place to
work.
• Establish a reliable worker supply chain.
• Partner with community colleges
• Provide competitive salary and benefits.
• Closely match candidates’ abilities & interests to
the job profile.
II. Developing Peak Performers
• Provide effective and relevant training
for all employees.
• Provide effective motivation for all
employees.
• Provide a supportive & caring
environment.
Employee Motivators
• Recognition
• A sense of belonging
• A sense of significance &
personal growth
• Fair compensation tied to
achievement and productivity
III. Retaining Peak Performers
• First, hire the right people for the job.
• Treat them with respect, trust, and do
what you promise.
• Understand why you lose good
employees.
Why Employees Leave
• Distrust
• Little or no recognition
• Little sense of purpose
• Inadequate compensation
• Poor work environment
• Poor supervisors
• Job insecurity
• Undervalued
To Be the Best,
Ask this Question:
“How would I compete with myself,
my department, my company?”
Lead ‘em with
Optimism!