Dr. J.E. Battle

Performance Keys

If leaders want to unlock more of the potential in their teams, they must first understand how the self-concept of the person works, and more importantly how they can influence it in a positive way. The self-concept, that unique blend of beliefs that is the intrinsic driver of the individual, is made up of three parts: the self-idea, the self-image, and the self-esteem.

1. The Self-Idea. There lies within each person an idea of the very best person that he or she can become. For this reason, leaders must understand the critical need to connect the vision, mission, purpose, and goals in a way that satisfies the deep subconscious needs that people have, to achieve at a high level in their work and personal life.

2. The Self-Image. Our self-image is defined by how you see ourselves. You can only achieve balance in this area when the way you see yourself, the way you think others see you, and the way others actually do see you are aligned.

3. The Self-Esteem. You see self-esteem as a measure of “how much you like yourself.” The more a person likes themselves, the more they like others. The more they like other people, the more inspired they are to do great work. There is a direct correlation between self-esteem and self-efficacy. The more a person likes how they see themselves in their work, the better that person performs in their role.

Pursuing Your Passion

As a transformational speaker, professor, and high-performance coach, I have been blessed to work with truly remarkable people from around the globe and across multiple industries. I have often been asked to speak on the impact of making the choice between significance versus success.

This is a tough subject to address when speaking to senior leaders that are driven by measuring success according to their ROI. Which brings us to the question, is there a trade-off between the pursuit of meaning/significance and money/success? And if there is a trade-off, can the gap between the two be bridged?

I believe that the answer is yes.

In the pursuit of our passion, we all face the difficult choice of trading significance for success; or should I say, we all weigh trading meaning or purpose for the pursuit of money. We have to ask ourselves, how do I balance the feeling that I get from real accomplishment against the all encompassing drain of “work” that I need to do in order to meet the obligations of my mortgage payment,or my next car note payment?

In a world where success is measured by the amount of wealth we acquire and the level of toys we are able to display, how do we decide between significance and success? The answer is simple, but, you might not want to hear it! Quit chasing after money, and pursue your passion instead!

Don’t confuse money and meaning. Instead, change the perception of your dilemma by investing your financial resources-and even more importantly, your time, effort, energies, heart, relationships, and passion- in the things that celebrate a meaningful life well lived. Until you face this reality, the simple fact is that right here, right now, you will have a trade-off between.

The Psychology of Engagement in the Workplace

All too often leaders fail to understand and fully embrace the benefits of psychology on engagement in their workplace. As a leader, it’s incumbent upon you to achieve the highest possible return on assets…and human capital is the most valuable asset you have.

More than ever before, because of the realities that stem from the worst economic downturn in the history of our country, demanding customers, a shortage of top-tier talent, and limited resources, leaders today are tasked with doing more with less and yielding better results for the company’s bottom–line.

Research has shown according to Robert Half International that the average person works at about 50 percent of their capacity. The research showed that this generally can be attributed to unclear job assignments, failure to understand priorities, poor leadership and direction, and a lack of feedback.

So here is the critical lesson for leaders today, how you actually treat people, what you literally say and do has a direct impact on their emotions! It does not matter how much education, intelligence or experience you have as a leader, if you can’t connect with your team’s emotions you will ultimately fail. Influence is the new currency that leaders must have to build high levels of employee satisfaction and engagement. To get the maximum return on your human capital, you must develop leaders with the tools to understand how people think, and the ability to know what the intrinsic and extrinsic drivers are behind why people do or don’t do things.

The critical psychology 20th century breakthrough research on “self-concept” should be leveraged in all leadership development programs today more than ever, because each person has a self-concept that will predict performance in every area. The “self-concept” holds the key for leadership to understanding how all human beings’ personality, performance, productivity, and happiness is aligned.

Why Talent Alone Is Not Enough

Q: What role should GRIT play when sourcing for talent?

As I frequently consult and benchmark with my colleagues across the country, I am surprised at how many organizations exclusively use assessment tools tied to competencies as their primary way of identifying talent for their organizations. Even interviews can be challenging when trying to identify that right fit for your organization, there is no interview that can measure GRIT and tell us if a person is going to work really hard every day over a period of time.

What organizations often fail to factor into the equation of sourcing for talent is that cognitive ability alone does not translate into organizational success. What we really want is a candidate who has a high level of talent, but also a high level of effort that allows for them to maximize achievement. GRIT shows us the evidence of commitment to a challenging situation that is sustained over a number of years. Studies have shown that cadets from West Point and Student-Athletes are excellent examples of people who have high levels of GRIT. Ultimately, we know that Achievement = Talent x Effort if we are going to maximize production in the workplace with human capital.

Most people want to back-up to the stove of life and get heat from it.
But they don’t want to put any wood into it.