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Dr. Barbara Brown trains, writes, and consults on performance management. Her E-Books, E-Courses, and Onsite Training Programs offer strategies for maximizing contributions with special emphasis on linking performance to results.
Dr. Brown has a Ph.D. in Human Development, with a concentration in leadership, from Virginia Polytechnic University. She has taught graduate level courses at various universities and has worked with several federal, state, and corporate clients. She has been training and consulting since 1993. BOOK Dr. Brown for your next seminar, conference, or workshop. Click on "FREE STUFF" at her website to download tools to manage performance discussions. Sort By: Date | Popularity
 Giving Positive Feedback – 7 Ways to Make It MeaningfulWhen you give employees positive feedback, you want them to know that you value their performance. You also want them to repeat that performance. One way of doing that is to make sure your feedback is meaningful. This article offers a three-step approach for giving meaningful feedback and seven examples of ways to apply the approach. Implementing Change – 3 Questions To Increase Employee Buy-InWhen you introduce change in your company, you want employees to feel committed to doing their best to make the change a success. One way to do that is to explain how the change will benefit the staff, not just the company. Use the three questions in this article to manage the change discussion and gain buy-in. Want Better Performance? Try Focusing On What Employees Want ReducedOne way to encourage better performance is to link improvements to things employees want fewer of. These might include fewer customer complaints or fewer meetings. This article provides 10 things you can use to explain how performance improvement can lead to reductions in something employees want. Motivating Employees: Use People Interests When Making AssignmentsSome employees like working alone while others crave a crowd. So why not use these “people” likes or dislikes as a motivation tool. How? By consciously looking for opportunities to allow employees to work with the numbers of people they desire. This article gives you four options for making such assignments. Jumpstart Your Career By Using A Big Picture ApproachAs you move up the corporate ladder, you want to demonstrate your personal competence and your organizational knowledge. This article shows you how to accomplish this by making a few small changes in what you say. It contains four strategies you can use to jumpstart or advance your career by showing superiors that you understand the Big Picture. Increase Goal Commitment by Focusing on Positive Results for EmployeesIf you have started the New Year by setting or reaffirming some workplace goals, you need your employees to embrace those goals. One way to accomplish this is to show employees how doing what you want will help them achieve what they want. This article offers three ways to explain the benefits of embracing workplace goals. Employee Negativity – 3 Ways to Discuss Personal ImpactEven employees who constantly complain about work or workers care about certain workplace issues. Why not use those issues to encourage fewer complaints? This article gives you three ways to explain the personal impact of negativity. Employee Performance Discussions – 4 Ways to Keep Focused on WorkSometimes you have to talk to employees about what they say as well as what they do. You want to keep such conversations focused on performance issues, not personal perceptions. This article offers four types of performance discussions and ways to handle each. Improve Employee Performance by Letting Organized Employees Create OrderIf you have an employee who just loves to organize things, encourage improved performance by emphasizing tasks and providing opportunities that create order or structure. This article describes seven organizing assignments and shows you how to discuss each assignment. Improve Employee Performance by Letting Aspiring Leaders Take ChargeIf you have an employee who always wants to lead assignments, encourage better performance by finding ways to let him or her have a leadership role. This article explains how you can use this strategy to improve employee performance and gives you three situations that offer leadership responsibilities.
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