Stephen Covey had an uncanny ability to push his ego aside and make others feel included and valued. Even though we only met three times, he inspired me year after year to weave these key philosophies into my daily business activities.
“Most of your team members want to make a valued contribution– to find purpose in their work.” Stephen R. Covey
I’m in the middle of reading Stephen Covey’s new book, “Predictable Results in Unpredictable Times.” Being a Covey fan for nearly 20 years, I can tell you this book is another winner. While it’s only 94 pages, this book is jam-packed with simple yet powerful ideas. It’s co-written by Bob Whitman, FranklinCovey’s CEO.
“How can I get more people to do the things we already know how to do?”
Today is Wednesday, so this post is on outstanding performance.
Outstanding performers are well organized. They manage their time, life, space and stress well. In "7 habits of Highly Effective People", Stephen Covey shared is famous importance and urgency matrix for time management.
Urgent tasks are deadline based. They are usually imposed by someone other than you. The sooner the task needs to be completed, the more urgent it is. Importance is independent of urgency. Important tasks are those that you need to complete to achieve your goals.
If you let subordinates select their own performance criteria, most of the time they will make the wrong choice. Get the best out of your employees by creating effective, high-quality performance criteria documents — here's how.
Over the past few years I've really gotten a lot out of Stephen Covey's 7 Habits. Sometimes it sits on my coffee table (it's been a great conversation piece at times), sometimes it's next to my bed, sometimes it's next to the treadmill, and sometimes it's actually in the book case where it belongs.