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We’ve always believed at PeopleQ that trust is a lever for accelerating performance. Dana Shen - her grace, clarity, understanding and unique talent for driving forward thinking ways to uplift

As leaders, the ability to inspire trust among team members is paramount to a thriving and high-performing and success, and leaders who prioritize trust-building are rewarded with a loyal, motivated, and high-performing

In contrast, an unhealthy workplace culture leads to high turnover, low morale, and decreased performance essential for any organization that wants to attract and retain the best people, boost productivity and performance

innovation fueled, loyalty cultivated, and financial return positively impacted when elements of high performance And the future of business relies on innovation and financial uplift. and the founder of PQfactor, a pulse tool focused on the intangible elements that cultivate a high performance

Traditionally, business owners and leaders have focused on strategy and performance outcomes but executing is it they say, Happy Teams, Happy Customers When staff feel that they are equipped and supported to perform Then there's the roll-on effect of this on your brand and ultimately the performance of your buisness Now that has got to be good for productivity, customers and business performance?

Join us as we delve deeper into the idea of thriving and high performing teams explaining why we think

It became clear that coaching focus begins with self, then extends to team and organizational performance peers and up bring a more holistic focus, whereas middle level leaders tended to focus on their team’s performance

What effect will adjusting blind spots have on the situation and short-long term performance ?  What effect would amplifying strengths have on the situation and short-long term performance? 

To deliver performance outcomes requires leaders to embrace the human at the center of it. It's vital for high-performing teams.

In fact, I can perform at my best without it. You can still perform at the top level, but with the added benefit of feeling more balanced, more energised

On one hand I was ecstatic that I was promoted, all my hard work as a high performing individual had end were those challenging conversations, balancing tension and conflict, letting people know that performance The challenge was to deliver poor performance feedback in a way that is useful and helps people grow It was never enough to be a high performing individual contributor - she was passionate about teams and challenging navigating tension between team members or having to let someone go who was not meeting performance

And performance continues to be mediocre. And we all know high engagement correlates with performance uplift. Strong correlations exist between EQ and performance, engagement and culture. As well competencies like Optimism and Intrinsic Motivation being key driver's for sales performance. I've been honoured to witness first-hand the impact lifting EQ can have on leader and team performance