Peak Performance: Aligning the Hearts and Minds of Your Employees Review

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Peak Performance: Aligning the Hearts and Minds of Your Employees Review"This book is concerned with energizing people for performance and the different successful paths to that end". Jon R. Katzenbach writes, "It describes how each path concentrates management attention on worker fulfillment to harness the emotions of many people in sustaining a higher-performing workforce. This is a different challenge than simply motivating people to meet demanding financial performance objectives. The latter is what most companies do, and it implies setting unambiguous goals, establishing clear measures, and holding people individually accountable for results (consequence management). Logical, rational motivation is certainly a good thing, but it is no match for engaged, emotional commitment...Energizing people for performance elevates the game significantly, to the point that many employees go well beyond leaders' expectations, individual accountabilities, financial resuts, and short-term market objectives. This book describes how to unleash the full individual and collectve potential of people to achieve and sustain higher levels of performance than the workers themselves thought possible, than management or customers expected, and than competitors can realistically achieve. Unleashing the full potential of people is undeniably a tall order; few institutions have managed to do it consistently. This book explores the approaches of those who apparently have gone far beyond any conventional notions of managing solely to meet ambitious financial objectives. It looks at how such institutions tap into worker fulfillment to develop the extra quotient of emotional commitment that deeply energizes many people to perform well beyond conventional norms".
In this context, Jon R. Katzenbach introduces five paths (balanced paths) that explain all the higher-performing workforce situations. As argued by Katzenbach, "each path constitutes a clearly different approach for energizing a workforce for higher performance. Certainly, there are overlaps and similarities among the paths, but the primary focus and value proposition of each is quite distinct". Hence, throughout this invaluable study, he explores these five paths as the overarching concept or framework for this book. And he defines (1) top management philosophy, and (2) characteristics of the five balanced paths as follows:
I- Mission, Values, and Pride:
(1). Employees will feel truly proud of what this enterprise stands for, what their specific work group can accomplish, and what they can contribute, both collectively and individually; their pride will be continually reinforced with external and internal recognition.
(2). a. Noble purpose
b. Rich history
c. Strong values
d. Group cohesion
II- Process and Metrics:
(1). Employees who consistently meet and exceed their metrics and adhere to the critical process requirements will be recognized and respected by their peers and conspicuously recognized and rewarded by management.
(2). a. Clear measures and standards
b. Focused processes
c. Performance transparency
d. Collaborative and collective effort
III- Entrepreneurial Spirit:
(1). Employees will be rewarded directly in proportion to what they create and the personal risk they incur; those rewards have virtually unlimited upside financial and ownership potential.
(2). a. High earning opportunity
b. Strong ownership interests
c. Personel risk
IV- Individual Achievement:
(1). Employees will be recognized and rewarded directly in proportion to their personal accomplishments. They will be paid and advanced based on those contributions, and they will work alongside talented individuals in the field.
(2). a. Lots of opportunity
b. Individuals given freedom to act
c. Focus on individual performance
d. Performance-based advancement
e. Healty competitiveness
V- Recognition and Celebration:
(1). Employees will be recognized, rewarded, and celebrated in dozens of ways-by supervisors and colleagues as well as top management-for their collective and individual contributions. As a result, they will work in an environment alive with enthusiasm, excitement, and fun and wherein formal compensation is of secondary importance.
(2). a. Widespread recognition/reward
b. Lots of specific events
c. Visible high energy
d. Social interaction and fun
Strongly recommended.Peak Performance: Aligning the Hearts and Minds of Your Employees OverviewThis book outperforms the competition with employees' positive emotional energy. It takes a fired-up workforce to deliver consistently higher levels of performance than its competition. What fuels the fire? Emotional commitment to company success, says Jon Katzenbach. Drawing on an in-depth study of twenty-five enterprises - including Marriott International, The Home Depot, Hewlett-Packard, Southwest Airlines, and the U.S. Marine Corps - the author found distinct patterns in how companies engage their employees to capitalize on emotional energy.At the heart of "Peak Performance" lies Katzenbach's identification of five balanced motivational paths: the Mission, Values, and Pride Path, the Process and Metrics Path, the Entrepreneurial Spirit Path, the Individual Achievement Path, and the Recognition and Celebration Path. He contends that these paths create a framework of options for managers about where and how to generate emotional energy and how to channel that energy to achieve higher performance. Essential to each path is leadership's commitment to strike a balance between enterprise performance and worker fulfillment.Through its detailed case studies, "Peak Performance" highlights the various sources of emotional energy unique to each organization and the discipline companies need to follow their chosen paths. The book concludes with guidelines for managers seeking to reshape their practices to achieve better performance from their own workforces and gain the resulting competitive edge.

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