7 Business Habits That Drive High Performance summary

Introduction

7 Business Habits That Drive High Performance by Nicholas S. Barnett. High-performing businesses adopt specific habits for continuous improvement. Do you know what separates a thriving business from a mediocre one?

It's not just about making more money. Successful leaders adopt specific habits that make them better than the competition. These chapters reveal seven business habits that make a surprisingly big difference. From vision to engagement and retention, you'll discover routine practices that separate top companies from the rest.

More importantly, you'll learn how to apply them and start seeing results.

create a compelling vision

Create a Compelling Vision. What's your vision for your business's future? Many leaders see vision as a compass.

It's a grand ambition pointing employees in the right direction. But high-performing leaders see it differently. A well-crafted vision is a magnet. It inspires you to go to work.

It energizes employees and pulls them toward the future. Your staff should feel drawn to it. Providing this magnetic vision is crucial. Research shows that one strong performance indicator is whether employees are inspired by the leader's vision.

High-performing companies paint a compelling picture of the future. Inspiration is a vital leadership tool. Modern employees seek meaning and purpose. Making money alone is not enough incentive.

It does not drive high performance. So how do you motivate employees? How do you move toward your company's future? Make your vision specific and achievable.

Consider eliminating world poverty. It sounds inspirational, but it isn't a useful vision for one company. Employees know they cannot achieve it alone. So how can they feel motivated by it?

A better vision might be to become the city's biggest charitable contributor. This is still demanding. It challenges your employees. But it is specific to your company and, hopefully, achievable.

High-performing leaders also realize that the vision should be shared. Many CEOs create a vision alone and simply announce it to staff. Instead, collaborate to craft it. Gain employee input through focus groups.

Conduct staff surveys for ideas. Engaging employees takes time, but afterward you can move more swiftly together. Your long-term objective will no longer belong only to the leader. It will be shared.