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News

On this page you'll find  all the latest news and culture tips as Performance by Design continues to drive change within organisations globally.
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You have empowered your team, now what?

Great leaders are influential in empowering their team to make decisions. With values and clearly defined behaviors, the culture code framework will allow your team to make decisions without guidance.A leader should not take away the ability for the team to make decisions themselves. Get out of their way.

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The evolving expectations of leaders

As a leader you should understand what people expect of you. Manage those expectations. Leaders rarely understand this. Your growth as a leader matters. There is a direct correlation of your personal growth internally to the growth and success of your company.

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The performance pendulum

A common question that comes up from leaders is "in what situations do I provide support to my team vs challenge them?". This is when we refer to the performance pendulum. Culture can work for you or against you in tough times, it all depends on how you approach each situation.

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Creating safety through uncertainty

With the change in way we have to work, we are having to setup systems and structures like we never have before. As leaders our role is to create an environment for others to perform, all the while when you are not feeling that well yourself. Creating safety during uncertainty, is key to team success.

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Your behaviors under pressure will define you as a leader

Never has there been a time when pressure is higher. This is a time where see where yourself and others stand in terms of what is important. Do you do whats best for the team or for yourself.

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Trust is built through being open and honest in your communications

Psychological safety comes from being open and honest. When we talk about being honest its also important to articulate what your mean when you say certain things. Use examples.

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Remote workforce productivity is underpinned by trust and connection

The modern world will challenge the management team that feel we need to have 9 to 5 structure? Sure some companies require it, but many who enforce it don't. To build trust, leaders need to set their teams outcomes and let them prove they can achieve them with support. The more trust given the better they respond.

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Individual leadership coaching

Right now is a great opportunity for leaders to be up-skilled.
We tend to think leaders know everything. Even the greatest of leaders have mentors to guide them through key decision making. We have a bench of leaders from all walks of life and we collaborate to ensure we are there to provide the right guidance to support C-Suite, Managing Director's, General Managers, Owners/Founders, etc.

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Give first mentality

At Performance by Design we're all about helping leaders connect their people to take ownership of their team to turn their vision into reality. A purpose statement inside of your organization must be focused on what we give to others, the impact we have on others. A purpose allows us to push through adversity in ways we thought not humanly possible.

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Stick to the structure

One thing we see far too often inside of the corporate teams is they do not have the right structures setup in order for the team to connect and build trust. Open and honest dialogue internally is what we call "Real talk".

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Trust, the essential ingredient for innovation

Where there's trust there's dialogue, we call that real talk. That ability to give and receive feedback, irrespective of positions on the team. They challenge and reward each other. That open dialogue, that real talk is really important to building trust.

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High performance culture is only many painful conversations away

When you are going through adversity, show the courage as a leader to reflect on the pain you're experiencing. Going through those challenges and speaking up will actually bind and unite the team more because vulnerability is a massive trust builder.