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by Jon R. Katzenbach

  • ISBN: 0875849369
  • Author: Jon R. Katzenbach
  • ePub ver: 1407 kb
  • Fb2 ver: 1407 kb
  • Rating: 4.6 of 5
  • Language: English
  • Pages: 304
  • Publisher: Harvard Business Review Press; First Edition edition (April 11, 2000)
  • Formats: lrf mbr docx azw
  • Category: Money
  • Subcategory: Management & Leadership
epub Peak Performance: Aligning the Hearts and Minds of Your Employees download

In Peak Performance, Jon Katzenbach expands on this realization. If your challenge is to harness the energy and spirit of your workforce to deliver sustainable performance, read this book. Jon Katzenbach tells it al.

In Peak Performance, Jon Katzenbach expands on this realization. He asserts that today's companies will get the best work from their employees and beat the competition only when they actively seek out, cultivate, and sustain the energy generated by their employees' emotional commitment to work. Though many companies pay lip service to the notion of employee fulfillment, most do not actually focus critical attention on this vital component of corporate success.

Peak Performance book. Details (if other): Cancel. Thanks for telling us about the problem. Peak Performance: Aligning the Hearts and Minds of Your Employees. by. Jon R. Katzenbach.

Katzenbach, Jon . 1932-. Books for People with Print Disabilities. Internet Archive Books. Uploaded by Tracey Gutierres on June 19, 2013. SIMILAR ITEMS (based on metadata). Terms of Service (last updated 12/31/2014).

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Home . Details for: Peak performance : Normal view MARC view ISBD view. Peak performance : aligning the hearts and minds of your employees, Jon R. By: Katzenbach, Jon R, 1932-. Material type: BookPublisher: Boston, United States : Harvard Business School Press, . 000Description: xv, 282 p. : forms ; 24 c. SBN: 0875849369 (alk. paper); 9780875849362. Subject(s): Employee motivation Personnel management BAEPS, Business Administration rm: - Reading bookDDC classification: 65. 14.

Aligning the Hearts and Minds of Your Employees. by Jon R. Published March 1, 2000 by Harvard Business School Press.

Peak Performance: Aligning the Hearts and Minds of Your Employees, Harvard Business School Press .

Peak Performance: Aligning the Hearts and Minds of Your Employees, Harvard Business School Press (Cambridge, MA), 2000. With Douglas Smith) The Discipline of Teams: A Mindbook-Workbook for Delivering Small Group Performance, John Wiley & Sons (New York, NY), 2001. better than the norm, better than expected, better than competition, better than similar workforces, uniquely and constantly.

Aligning the Hearts and Minds of Your Employees

Aligning the Hearts and Minds of Your Employees. Katzenbach, co-author of The Wisdom of Teams, shows how to build exceptional levels of employee performance and commitment by consistently pursuing one or more of five distinct paths to peak performance: 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.

Jon R. Katzenbach is a published author and consultant who is best known for his work on the informal organization. Katzenbach is a leading practitioner in organizational strategies for Strategy&. He is a managing director with PwC . He is also founder of the Katzenbach Center at Strategy&, a center of excellence in the areas of organizational culture, leadership, informal organization and motivation.

Drawing on an in-depth study of carefully selected enterprises, Jon Katzenbach found distinct patterns in how companies engage their employees to capitalize on emotional energy and consistently achieve higher levels of performance than their competition. At the heart of Peak Performance lies Katzenbach's identification of five balanced motivational paths: 1) the mission, values, and pride path, 2) the process and metrics path, 3) the entrepreneurial spirit path, 4) the individual achievement path, and 5) 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 for 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 achieve better performance from their own workforces and gain the resulting competitive edge.

Comments (7)

This is a reference book for me and for my managerial practice. I find myself citing and referring Katzenbach's work (and this book in particular) under different situations. The book managed to present subjective matters like motivating people, creating an environment of "emotional engagement" in a clear and structured way.
In the Preface, Katzenbach explains that "The central topic of this book -- energized workforces that deliver higher (peak) performance -- can be defined as any group of employees whose emotional commitment enables them to make or deliver products or services that constitute a sustainable competitive advantage for their employer. By peak performance [italics] we mean the norm, better than expected, better than the competition, and better than similar workforces in other places." These clarifications are important, especially the reference to "sustainable", because Katzenbach is not talking about the "hot groups" which Lipmen-Blumen and Leavitt analyze nor the types of groups which Bennis examines in Organizing Genius [italics].
In Chapter 1, Katzenbach suggests four criteria by which to identify "higher-performing workforces. They are: More than one-third of the workers consistently exceed the expectations of their leaders and customers, the average worker outperforms the average competitive worker, a strong emotional commitment to higher standards and aspirations is manifest throughout the entire workforce, and finally, the collective performance of that workforce or of critical segments (typically at the front line) creates the core of the organization's competitive advantage...and is extremely difficult to copy.
Katzenbach organizes his material within three Parts: Maintaining the Critical Balance, Exploring the Five Balanced Paths [Mission, Values, and Pride; Process and Metrics; Entrepreneurial Spirit; Individual Achivement; and Recognition and Celebration], and Applying the Lessons Learned. He then provides an Appendix in which he skillfully summarizes key points about 27 "Participant Companies and Organizations" and "Outside-In Cases" which include The Home Depot, McKinsey & Company, NASA, Southwest Airlines, Toyota, the U.S. Marine Corps, and the U.S. Navy Seals.
It would be a mistake to assume, however, that Katzenbach has only larger organizations in mind. On the contrary. If anything, the "critical balance" between enterprise performance and employee fulfillment is even more important in small-to-midsize organizations than it is in organizations such as those previously listed because, in a smaller organization, an individual worker can have greater impact...be it positive or negative. For Katzenbach, having an appropriate "critical balance" will enable any organization to "stay the course and successfully climb" any "mountain" it may encounter because it has "an emotionally committed, peak-performance workforce."
"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.
Using exciting companies such as The Home Depot, Southwest Airlines and Marriott, Dr. Katzenbach weaves a strong case balancing care of the workforce with top-notch organizational performance. His formula includes a number of possible tracks to follow. Any one, or a combination of the alternatives, can surely add value to your organization.
The book is a primer for line leaders and human resource executives showing how companies can have their cake and eat it to. He builds a powerful argument suggesting that strong companies can be built on a compelling story that satisfies both the workforce and the bottom line.
I strongly recommend this book to those seeking the "secret sauce" of workforce alignment. It is clearly another Jon Katzenbach winner!
Lost Python
I did not realize this was a summary when I purchased it. It is about 7 pages of overview which reads more like a "buy the book" pitch. I found very little meaningful info in this ebook and would have done as well to read "Mary had a little lamb". Maybe the full edition is better.
Katzenbach defines the value of having higher-performing, energized workforces aligned with company goals. His real world success stories reinforce the elements of success and profitability and the power of buy-in from the employees. Inspiring for those executives who wish to take their businesses to the next level of superior performance.

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