Performance Driven Thinking for First Responders (Part 2)

Performance Driven Thinking for First Responders (Part 2)
Duration: 60 Minutes
Module 1Module 1
Recorded on: 2022-03-15
Unit 1Presentation Materials: Performance Driven Thinking for First Responders (Part 2)
Unit 2Transcript: Performance Driven Thinking for First Responders (Part 2)
Unit 3Workbook: Performance Driven Thinking for First Responders (Part 2)
Unit 4Recording: Performance Driven Thinking for First Responders (Part 2)

This is the second installment of the Performance Driven Thinking webinar series. The first part defined performance-driven thinking and discussed its components, contributing factors, the type of goals, how entitlement can pose an issue, and the central role of creativity in driving performance and overcoming obstacles. Meanwhile, this course zeroes in on elements that oppose our performance, the four primary personal areas of performance to focus on, and common roadblocks to workplace performance.

Bobby Kipper is back on the Justice Clearinghouse to continue the discussion. Bobby has had a prolific career in the public safety and criminal justice field. He is also the best-selling author of the book Performance Driven Thinking, the Executive Director and Founder of the National Center for the Prevention of Community Violence, and started a consulting company focusing on training and support for the public and private sector.

Specifics of this session is about:

  • A brief recap of the first part of the performance-driven thinking webinar and an exercise for webinar participants to identify the common obstacles preventing them from performing at their best.
  • Unpacking the most common opponents keeping people from delivering their best.
    • Fear of failure despite having the skills, how these keep people from advancing, and how organizations inadvertently reinforce this through their policies and procedures.
    • Peer pressure where individuals compare their performance versus their contemporaries.
    • Lack of expectations, not knowing what to focus on, and what the goals should be.
    • Lack of knowledge and skills keeping people from sharing insights and capabilities.
    • Time management and procrastination that logistically hinder people from accomplishing goals.
    • History and experiences with the organization/environment which can influence performance.
    • Feelings of defeat, lack of desire, and lack of will keeping people from moving forward.
  • The four keep personal areas of performance to take control of.
    • Health as the most important resource that must be managed by identifying risk factors, working on prevention, and being open for intervention.
    • How neglecting finances can lead to real-world issues, the value of conducting an honest review of its current status, identifying liabilities and assets, and developing multiple revenue streams.
    • Relationships: How it is necessary and impacts everything we do, the common trend of relationship performance dipping over time, how it creates risks and takes energy and time, and supporting it by being mindful of the quality of relationships that we maintain.
    • Goal setting that must be individually set, obtainable, and is towards something we authentically desire.
  • The keys to performance-driven thinking
    • Defining what we want, working our way towards the goal, ensuring it is realistic, and not being too hard on ourselves if things don’t go our way.
    • Evaluating our willingness and the extent we’ll go to to achieve goals.
    • Identifying our opposing factors and coming up with solutions to move around and eventually eliminate these.
    • Identifying positive influences that help us feel better and more capable of doing things.
    • Raising self-expectations and shifting the mindset towards seizing opportunities.
    • Appreciating and celebrating the small wins and progress to propel us into more wins and accomplishments.
    • Learning from past mistakes, dusting ourselves off, getting back up, and keep going on.
    • Accepting constructive feedback, learning from these, and leveraging these to succeed.
    • Measuring our results to realize the progress we’ve had and how much closer we are to our goals.
  • The five roadblocks to workplace performance that center on accepting mediocrity, making excuses, and focusing on issues instead of solutions.

Questions from the audience are about:

  • Working on a win-win solution with your manager to meet and exceed expectations while also accomplishing personal career goals.
  • Red flags that indicate that leaving your role, and your manager, could be the best option.
  • Securing other forms of revenue.
  • Supporting individuals who’ve been thrown into leadership positions without much preparation.
  • Recommended resources and references for new managers.
  • Managing overwhelm and challenges related to time management and workload.
  • The value of identifying and celebrating smaller goals that lead up to bigger goals.

 

 

Other Webinars with this Presenter

 

Or click here to view and register for other upcoming Leadership webinars and recordings on the JCH Platform.

 

Resources and Handouts

Audience Comments

  • “The most valuable thing I learned is that we must work together to avoid burnout. The webinar covered a lot of great information. Future ideas would be how to assess first responder performance without applying traditional rules ( e.g. performance in care or by location- city v rural).” — Roxann
  • “The pace of information, quality, and insights of the information shared was very life-applicable. Very basic, yet, pertinent and excellent reminders of values, priorities, justifications, and possible missteps/challenges that can occur. Definitely have several ‘take away’ points and measures. Thank you!” — Melissa
  • “Amazing webinar! How soon do we forget our goals when we become overwhelmed with something in our day. The webinar reminded me just where I am in my goals and how to get back on track. Thank you!”– Kathy
  • “Acknowledge the challenges, surround yourself with positive people, establish goals with short-term milestones, learn from failures, celebrate the accomplishment of those small milestones and repeat; build momentum until you achieve success.” — Doran
  • “I liked the discussion at the end the most.” — Cris
  • “Thank you! Very informative. Excellent tools for life.” — Diane

 

Additional Resources
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