Let's start the last Friday 4 of 2016 with a look at the material I've published on my own site: My Friday FOUR
Four pieces of content I've consumed this past week that will influence my future blog material and challenge me to think differently about how I manage
CSP - as always, I'm looking to bring you some business-specific information from outside of the world of fitness. Enjoy: - Leadership 101 - Narrow Your Say-Do Gap: I had never heard of the term "say-do gap" prior to reading this piece. We haphazardly
launched a program or two this past year and allowed the outcome to fizzle a little bit because the "next big idea" came along. While I didn't lose sleep over repositioning my focus on new initiatives, I now realize that the program jumping created headaches for my employees. One of my 2017 resolutions is to follow through on every project that impacts more team members than just myself. Wish me luck.
- Two Kinds of Passion to Sustain a Small Business Success: Here's a great example of an article I wish I wrote myself. The risk involved with chasing your
passion for training athletes into the realm of operating a brick and mortar business that delivers this service is extremely high. This author puts it best: "Passion for what you do wont be enough when payables exceed receivables."
- Why Eliminating the Annual Review Caused a Drop In Performance: With a number of the big players in corporate America opting to depart from an annual review process in the past year or two, it is fascinating to follow the outcomes. According to this piece, productivity
actually dropped off in a number of circumstances upon removing the supposedly dreaded annual performance review. While I can't say that we've seen any measurable increase or decrease in productivity during the time approaching "annual review season" here at CSP, I can tell you that I've learned one important lesson: do everything you can to stagger your hiring/start-date timing, because having 75% of your team come up for a potential raise within the same month of the year can layer a pretty
hefty sudden burden on your payroll expenses.
- The Problem With Rewarding Individual Performers: Imagine if the compensation structure for personal trainers at your local commercial gym
was suddenly driven by the performance of the team as a whole, as opposed to being designed to only reward the rock stars. If this were to happen, it wouldn't be good for my business, as teamwork would begin to make supervised training in a commercial setting a far more viable competitor in our segment of the industry. Something tells me that the personal training managers at my local BSC are not going to be embracing the concept that "leaders need to reward behavior that advances
the goals of the organization, rather than the individual" any time real soon.
Make sure to let me know if you come across any material that you think I'd enjoy. More importantly, have a great holiday!
- Pete
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