Leading Through Influence: How to Empower and Influence Your Employees

August 29, 2019 | Vance Passaquindici and Jahnina Moss, M.S.

Leading Through Influence is a customized leadership training that Apex Performance Strategies developed to empower both leaders and individual contributors. This leadership training incorporates both Servant Leadership and the component of Influence. Managers who lead through influence strive to serve and empower their employees to become leaders themselves. Read on to learn more about the five strategic ways leaders influence and how it can benefit your organization. 

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Lessons in Leadership: 4 Tips to Motivate and Engage Employees

July 25, 2019 | Tanny Joyce, M.S. & Dale Harris, Ph.D.

Are your employees excited to come to work? Are they passionate about their jobs? Are they willing to go above and beyond to achieve outstanding results? If not, you may be facing an employee engagement gap, with team members who don’t feel motivated or connected to the organization or their jobs.

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The Most Important Leadership Characteristic

July 17, 2019 | Tanny Joyce and Dale Harris

As consultants, we are constantly asked about our opinion on many topics. Ranging from the best way to measure ROI, to how to motivate employees, to what is the best question to ask in an interview. One question that often comes up is, “what is the most important leadership characteristic needed to be an effective leader?” It’s difficult to narrow it down to one thing, so we often “cheat” and offer a list of 3 to 5 characteristics. Recently, we were put on the spot again with this question, so we asked ourselves, “is there really ONE KEY characteristic of leadership?”

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Five Things Inspirational Leaders Do

May 23, 2019 | Tanny Joyce and Dale Harris

What makes a leader inspirational? There are the obvious answers; ability to paint clear vision of the future, effective communicator, charismatic, great motivator, etc. But digging a little deeper, what are the key behaviors that inspirational leaders display beyond the obvious answers? Thinking back about all of the leaders we have worked with over the years and thinking about the ones that did a great job at inspiring others, there have been a few commonalities. Here are the Five Key Behaviors of inspirational leaders:

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Customer Service Powered by the DISC

April 4, 2019 | Vance Passaquindici

In our previous articles on the DISC, we mentioned how this useful assessment could help motivate your employees and help increase employee engagement. In our last article of the DISC series, we will be focusing on how the assessment could bolster your customer service training. The combination of customer service and the DISC not only helps employees become self-aware of their own customer service style, but also gives them the ability to adjust their style to meet the demands of the customer in various situations. This article will help you understand your customer service DISC profile, how to improve your customer service style, and how to improve customer service with other DISC styles.

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How the DISC Can Help Increase Employee Engagement

March 12, 2019 | Vance Passaquindici

There has been a lot of buzz around the term “employee engagement” since Gallup released their 2017 edition of the State of the Global Workplace report. The aggregate data collected from 2014 through 2017 exposed the staggering numbers of worldwide employee engagement at just 15%, with U.S./Canada leading at 31%. One of the main strategies to increase employee engagement in companies is to provide training and development that fosters a culture where continuous development occurs. This sends a message to employees that the organization values them and believes in their potential.

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Using DISC Behavioral Styles to Motivate Employees

February 6, 2019 | Tanny Joyce, M.S. & Dale Harris, Ph.D.

There are many effective ways to engage employees (see our E-Reader- Motivating Others: 8 Tips to Engage Your Team) including:

  • Get to Know, Develop, and Empower your People
  • Set Clear Expectations
  • Notice What Gets Done
  • Provide Meaningful Work
  • Create Coachable Moments
  • Act on Employee Feedback
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Are You Rating People Unfairly? The Role of Rater Bias in Evaluations

August 31, 2018 | Jahnina Moss and Tiffany Campbell, PhD

Measuring employee performance can be challenging, even when every effort has been made to develop the very best employee appraisal program for your particular organization. The truth is, we are all affected by a wide variety of rater biases that impact how we select our ratings during an evaluation. These biases might unfairly skew employee scores exceptionally high or remarkably low. Failing to take rater biases into account is a mistake many managers make, and this can result in not being able to obtain a true estimate of an employee’s performance.

It is worth spending some time learning about common biases and rating errors because they often happen unconsciously. Understanding these biases can prevent decision making errors, which strengthens your ability to use performance appraisals to their fullest potential. Read on to find out the most common types of rater biases and suggestions on how to reduce the likelihood of their occurrence.

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How to Overcome Performance Appraisal Problems

July 20, 2018 | Jahnina Moss and Tiffany Campbell, PhD

Do you or your employees often get upset after performance appraisals? Have you received any complaints about your performance appraisal ratings? Do your employees think rewards or promotions are given out in an unfair and unjust manner? If you answered yes to any of these questions, then it may be a sign that your performance appraisal system needs a serious makeover. Your first knee-jerk reaction might be to jump on the bandwagon and scrap your performance appraisals all together. However, without extensive preparation, training, and a strategy for replacement, eliminating your formal appraisal system may do more harm than good.

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Are You Leading Your Employees Down the Right Path?

March 29, 2018 | Tiffany C. Campbell, M.S.

Employees tend to be more engaged when they believe that their employer is concerned about their growth and provides them with a path to reach their career goals. Organizations who don’t focus on developing clear career paths are at risk of losing their top talent because employees who feel that they don’t have opportunities to progress in their careers are more likely to leave. According to a recent article put out by Human Resources Today, even as short as ten months of perceived stagnation significantly increases the likelihood of resignation.

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