AE July/August 2018 Vol 27 No 4 - 9

If you're in it for success in the long game
and want to have more fun during your
professional journey, then foster a culture
where great relationships abound!
to build upon and develop
core strength. Staff operating from an internal locus of
control increase their confidence
through self-directed, increased
competencies and subsequently
improved performance. If staff
members become distracted or
derailed by concern over what
others are or might be doing, redirect them to focus exclusively
on the duties of their position.
Similarly, assist them in making
only inner comparisons, such as
comparing their performance
today with theirs last month,
rather than comparing themselves with others.
2. Focus on mission and service.
Work intentionally to build a
Win-Win environment in which
people become positively oriented toward the practice mission
with a service focus. This is
cultivated when you model a
servant leadership orientation,
unselfish dedication to purposes
greater than yourself, and the
formation of creative synergies
to become more productive and
mutually satisfied. Staff should
certainly be interested in victory
in whatever appropriate form
it might take (e.g., earning the
award; gaining the promotion/
raise); show them it's possible to
make dedicated efforts to help
the practice to reach its pinnacle
of success while simultaneously
reaching one's greatest potential individually.

3. Share power. Show staff you
understand and appreciate
that your healthy power flows
upward from your loyal, committed people since you and
they share power in alternating
roles-at times leading them,
then following their lead-toward common goals.
4. Catch them doing something
right. Enable all staff members
to feel like winners by catching
them in the act of doing something of extra great value, and
then commemorate it with a
memo and/or certificate kept in
their personnel file for reference
during the next performance
review. If you cannot do this at
least once for each person annually, either you have the wrong
person in a position or you need
to adjust your managerial radar
to notice more positives in the
employee's performance.
5. Create team goals. In addition
to developing individual performance goals for the upcoming 12-month review period,
develop team-oriented goals for
which the team enjoys both a
shared sense of pride and tangible rewards for their attainment.
Healthy internal competition
is also part of this equation, as
long as no loser is created in
the process (i.e., establish tiered
rewards, rather than a winnertakes-all, all-or-none outcome).
6. Earn trust. Others will trust
us only when they recognize

our competence and perceive
our good character-our
trustworthiness. Since trust is
the key ingredient for making deeper connections with
people, we must demonstrate
trustworthiness in all that
we do, even when not being
watched. Even the smallest
things count, so make certain
to keep your promises, tell only
the truth, and remain vigilant
in protecting other's rights and
confidentiality. When there is
trust, people take more risks by
opening up and sharing more
sensitive information. Without
their trust and deeper sharing,
you'll stay in the dark about
the hidden keys to knowing
and understanding them and,
therefore, miss potential opportunities for building mutually
empowering relationships.
GO AGAINST THE GRAIN
I recognize that many of the
recommended methods offered
here run directly against the grain
of predominantly western values
espoused in business, sports, and
other situations where competition and winning are inextricably
linked. Vince Lombardi is well
remembered for having said,
"Winning isn't everything...
it's the only thing!" However, if
you're in it for success in the long
game and want to have more fun
during your professional journey,
then foster a culture where great
relationships abound! AE
Craig N. Piso, PhD
(570-239-3114; cpiso@
pisoandassociates.com), is
president of Piso and
Associates, LLC.

www.asoa.org // AE

9


http://www.asoa.org

Table of Contents for the Digital Edition of AE July/August 2018 Vol 27 No 4

AE July/August 2018 Vol 27 No 4 - Cover1
AE July/August 2018 Vol 27 No 4 - Cover2
AE July/August 2018 Vol 27 No 4 - 1
AE July/August 2018 Vol 27 No 4 - 2
AE July/August 2018 Vol 27 No 4 - 3
AE July/August 2018 Vol 27 No 4 - 4
AE July/August 2018 Vol 27 No 4 - 5
AE July/August 2018 Vol 27 No 4 - 6
AE July/August 2018 Vol 27 No 4 - 7
AE July/August 2018 Vol 27 No 4 - 8
AE July/August 2018 Vol 27 No 4 - 9
AE July/August 2018 Vol 27 No 4 - 10
AE July/August 2018 Vol 27 No 4 - 11
AE July/August 2018 Vol 27 No 4 - 12
AE July/August 2018 Vol 27 No 4 - 13
AE July/August 2018 Vol 27 No 4 - 14
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AE July/August 2018 Vol 27 No 4 - 18
AE July/August 2018 Vol 27 No 4 - 19
AE July/August 2018 Vol 27 No 4 - 20
AE July/August 2018 Vol 27 No 4 - 21
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AE July/August 2018 Vol 27 No 4 - 27
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AE July/August 2018 Vol 27 No 4 - 68
AE July/August 2018 Vol 27 No 4 - Cover3
AE July/August 2018 Vol 27 No 4 - Cover4
http://www.nxtbook.com/ygsreprints/ASOA/ae_septoct19
http://www.nxtbook.com/ygsreprints/ASOA/g107843_ae_julyaug19
http://www.nxtbook.com/ygsreprints/ASOA/g105962_ae_mayjun19
http://www.nxtbook.com/ygsreprints/ASOA/g104576_ae_marapr19
http://www.nxtbook.com/ygsreprints/ASOA/g103212_ae_janfeb19
http://www.nxtbook.com/ygsreprints/ASOA/g99529_ae_novdec18
http://www.nxtbook.com/ygsreprints/ASOA/g97160_ae_septoct18
http://www.nxtbook.com/ygsreprints/ASOA/g96528_ae_julyaugust18
http://www.nxtbook.com/ygsreprints/ASOA/g93925_ae_mayjune18
http://www.nxtbook.com/ygsreprints/ASOA/g92298_ae_marapr18
http://www.nxtbook.com/ygsreprints/ASOA/g89361_ae_janfeb18
http://www.nxtbook.com/ygsreprints/ASOA/g86698_ae_novdec17
http://www.nxtbook.com/ygsreprints/ASOA/g81746_ae_septoct17
http://www.nxtbook.com/ygsreprints/ASOA/g80299_ae_julaug17
http://www.nxtbook.com/ygsreprints/ASOA/g77256_ae_mayjun17
http://www.nxtbook.com/ygsreprints/ASOA/g74401_ae_marapr17
http://www.nxtbook.com/ygsreprints/ASOA/g72340_ae_janfeb17
http://www.nxtbook.com/ygsreprints/ASOA/ae_novdec16
http://www.nxtbook.com/ygsreprints/ASOA/ae_septoct16
http://www.nxtbook.com/ygsreprints/ASOA/ae_julaug16
http://www.nxtbook.com/ygsreprints/ASOA/asoa_mayjune2016
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http://www.nxtbook.com/ygsreprints/ASOA/asoa_mayjune2015
http://www.nxtbook.com/ygsreprints/ASOA/asoa_marapr2015
http://www.nxtbook.com/ygsreprints/ASOA/asoa_janfeb15
http://www.nxtbook.com/ygsreprints/ASOA/asoa_novdec14
http://www.nxtbook.com/ygsreprints/ASOA/asoa_sepoct14_AE
http://www.nxtbook.com/ygsreprints/ASOA/asoa_julaug14
http://www.nxtbook.com/ygsreprints/ASOA/ASOA_MayJunAE
http://www.nxtbook.com/ygsreprints/ASOA/ASOA_MarAprAE
http://www.nxtbook.com/ygsreprints/ASOA/ASOA_JanFebAE
http://www.nxtbook.com/ygsreprints/ASOA/ASOA_no4eZine
http://www.nxtbook.com/ygsreprints/ASOA/asoa_fall_2013
http://www.nxtbook.com/ygsreprints/ASOA/asoa_no3_ezine
http://www.nxtbook.com/ygsreprints/ASOA/asoa/asoa_summer_2013
http://www.nxtbook.com/ygsreprints/ASOA/ehr_cust_survey_Apr2013
http://www.nxtbook.com/ygsreprints/ASOA/asoa_no2_2013_ezine
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