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High Impact Strategies for Achieving Peak Team Performance
Wolf J. Rinke, PhD, RDN
| C328 |
12 CPEUs |
HARD COPY |
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| C328E |
12 CPEUs |
ELECTRONIC |
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Course Expires: 4/01/2024
Manual with 1 Reporting Form, 93 pgs.
This empowering CPE pre-approved learning program
will provide you with fail-safe strategies for building an organizational
culture that is conducive to maximizing the potential of team members.
This will be accomplished by encouraging high levels of trust, empowerment,
and teamwork so that your organization will achieve quantum leaps in
performance, productivity, and profitability.
As a result of completing
this self-directed learning program, you will be better able to:
- recognize the top 10 things to avoid in order to boost performance,
- master five strategies that will help you recruit the "right"
people,
- apply a system of rewards and recognitions that will boost performance,
- master seven strategies that will reduce turnover,
- deal more effectively with negative employees.
Here is what two expert reviewers had to say about this learning program:
"This self-directed learning program utilizes a step-by-step
approach to provide managers with a toolkit for transforming an organization's
culture to increase both individual and group productivity. The old
maxim regarding motivation is that you can't motivate anyone, however,
what you can do is provide an environment in which people motivate themselves.
This how-to learning program addresses this maxim by describing in detail
how to establish a self-motivating environment in an organization and
thereby increase performance."
-Richard F. Patterson, EdD, RD, Assistant Dean, College of Health and
Human Services and Associate Professor, Hospitality Management and Dietetics,
Western Kentucky University, Bowling Green, Kentucky
"We must all learn how to hire, train, maintain and motivate
the best employees we can in order to maximize our performances in the
work place. This CPE program does an excellent job of providing anyone
the knowledge they will need to do that."
-Donna S. Martin, EdS, RD, LD, SNS, Director, School Nutrition Program,
Burke County Board of Education, Waynesboro, GA
For more information and customer comments, click
here.
Approved by CDR
For RDs/RDNs & DTRs/NDTRs for the Professional Development
Portfolio
SUGGESTED Performance Indicators (PIs):
2.2.1, 2.2.3, 2.3.1, 2.3.2, 2.3.3, 2.3.4, 2.3.5, 3.1.1, 3.1.2, 3.1.4, 3.1.5, 3.2.2, 3.2.4, 4.2.3, 14.1.3, 14.1.7, 14.1.9, 14.4.6
DON'T SEE your Performance Indicators Listed here?
There are many Performance Indicators (PIs) that are applicable we can't list them all &
Per CDR you may use ANY PI as long as it relates to your Learning Plan.
For details click here.
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To order an ADDITIONAL Reporting Form click below:
| C328F |
12 CPEUs |
REPORTING FORM |
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High Impact Strategies for Achieving Peak Team Performance
Wolf J. Rinke, PhD, RDN
©2019 Wolf Rinke Associates, Inc.
CUSTOMER COMMENTS
Mellissa Honeywood - "I like how this course referenced studies to back up claims."
OVERVIEW AND INSTRUCTIONS
High Impact Strategies for Achieving Peak Team Performance pre-approved, accredited Continuing Professional Education (CPE) program. This is a Level 2 CPE program approved for twelve (12) Continuing Professional Education Units (CPEUs), meaning that the reader has general knowledge of the literature and professional practice within the area covered. The focus of the program is to enhance knowledge and application.
Step 1: Review the objectives for the CPE program.
Step 2: Study each chapter. As you read, think of patients from your own practice who fit the situation described.
Step 3: Assess what you have learned by answering the self-assessment questions and compare your answers to the answer key at the end of this program. Once you scored at least 80% correct go to our website https://www.easycpecredits.com to submit your Continuing Professional Education Reporting Form. You must do this before your course expires (one year from the date of your purchase). Click on the link "Submit CPE Reporting Form" and type in Your Receipt Order Number in the “Course Registration Number” field. You will find that number in the email confirmation you received when you purchased your course. Fill out the rest of the information on this form and click the submit button at the bottom of the form...it's that simple. You will get an immediate confirmation that we received your form and your certificate will be emailed to you within 2-5 days to the email you provided on the reporting form.
To ensure that our emails are delivered to your inbox (instead of your junk/spam folders), please add cpesupport@wolfrinke.com to your Address Book or Safe List of allowed email senders. Also, be sure to allow attachments from this email address.
I look forward to helping you motivate your team. If you have questions or suggestions, please contact me. HAPPY LEARNING!
Wolf J. Rinke, PhD, RDN
GOAL AND OBJECTIVES
Goal
This high impact CPE pre-approved learning program will provide you
with fail-safe strategies for building an organizational culture that
is conducive to maximizing the potential of team members. This will
be accomplished by encouraging high levels of trust, empowerment, and
teamwork so that your organization will achieve quantum leaps in performance,
productivity, and profitability.
Objectives
As a result of completing this self-directed learning program, you will
be better able to:
- motivate employees so that they want to come to work,
make work fun,
- create desire like a coach instead of fear like a cop,
- practice management by appreciation (MBA),
- master the art of catching people doing things almost right,
- tie rewards to performance,
- treat all employees as if they are volunteers,
- recognize the top 10 things to avoid in order to boost performance,
- apply the seven practices of highly successful managers,
- master five strategies that will help you recruit the "right"
people,
- apply six steps that will enable you to build and maintain trust,
- utilize a seven stage model to coach like a pro,
- energize your team,
- apply a system of rewards and recognitions that will boost performance,
- master seven strategies that will reduce turnover,
- implement a system that will enable you to retain your best employees,
- deal more effectively with negative employees,
- implement high impact strategies that will promote cooperation and
collaboration,
- apply 11 steps to achieve success in a new job,
- achieve peak team performance.
TABLE OF CONTENTS
Introduction
Leadership versus Management: Is There a Difference
Winning Management: A Definition
Chapter 1: Top 10 Stupidest Mistakes Managers Make and How to Avoid
Them
10. Mistrust Team Members
9. Spend Too Much Time in the Office
8. Satisfy Customers
7. Catch Team Members' Mistakes
6. "Babysit" Trouble Makers
5. Treat Education and Training as an Expense
4. Hoard Power
3. Downsize
2. Make Work Painful
1. Provide Equal Rewards to Everyone
Chapter 2: How to Lead to Achieve Results that Boost Performance
1. Coercive
2. Pacesetting
3. Coaching
4. Democratic
5. Affiliative
6. Authoritative
Chapter 3: Seven Practices of Highly Successful Managers
1. Provide Employment Security
2. Recruit the "Right" People
3. Utilize Self-Managed Teams and Decentralization as the Basic Elements
of Organizational Design
4. Make Compensation and Recognition Contingent on Performance
5. Provide Extensive Education and Training
6. Reduce Status Differences
7. Share Information Liberally
Chapter 4: Six Steps for Building Trust
Step 1. Hold Everyone Accountable
Step 2. Establish Boundaries
Step 3. Build a Learning Organization
Step 4. Practice Tough Love
Step 5. Walk Your Talk
Step 6. Practice High Touch
Chapter 5: How to Manage Like a Coach, Not a "Cop"
Coaching: A Definition
How to Coach Like a Pro
Chapter 6: How to Energize Your Team
Catch Team Members Doing Things Almost Right
Make Work Fun
Place Team Members in Positions that Enable Them to Build on Their Strengths
Be a Positive Role Model
Get Team Members in the Habit of Listening to Motivational Audio Programs
Chapter 7: How to Make "Carrots" Work for You
How to Make Carrots Work Against You
How to Make Carrots Work for You
Chapter 8: Rewards and Recognition Strategies that Will Boost Performance
Rule #1: Stimulate Internal Motivation
Rule #2: Tie Rewards to Performance
Rule #3: Tie Rewards to Individual Preferences
Rule #4: Do It in Public
Rule #5: Be Fair
Rule #6: Do It in a Timely Manner
Rule #7: Be Specific
Rule #8: Do It Randomly
Rule #9: Tell Stories
Rule #10: Recognize Three-Quarters of All Team Members
Rule #11: Offer Lots of Variety
Rule #12: Get Team Members Involved
Rule #13: Keep Team Members Juiced
Chapter 9: Cooperation and Collaboration: A New Way to Motivate Team
Members
1. Stimulate Internal Motivation
2. Have a Clearly Defined and Widely Understood Organizational Philosophy
3. Trust All of the People All of the Time Until They Prove You Wrong
4. Tell People More Than They Want To Know
5. Give More of What You Want
6. Be Empathetic and Supportive
7. Be Fair
8. Be Transparent
9. Make Work Fun
10. Build in Lots of Variety
What about Traditional Reward and Punishment Programs?
The Bottom Line
Chapter 10: How to Reduce Turnover
Build a Positive Organizational Culture
Invest in Career Development
Take Your Mission, Vision, and Core Values Very Seriously
Pay Well and Provide Generous Benefits
Help Team Members Succeed
Build a High-trust Workplace
Tie Rewards to Performance
Chapter 11: How to Deal with Negative Employees
Look In the Mirror
Check What Team Members Are Being Rewarded For
Five Strategies to Build a Positive Organizational Climate
Chapter 12: Right Foot Forward-How to Achieve Success in Your New Job
Step 1: Walk Softly and Carry No Stick
Step 2: Talk Less, Listen More
Step 3: Look for Themes
Step 4: Do the Work
Step 5: Catch Your Predecessor Doing Things Right
Step 6: Get to Know the Organizational Culture
Step 7: Trial Balloon Your Vision for the Future
Step 8: Share Your Vision
Step 9: Walk Your Talk
Step 10: Celebrate More Often Than You Think Is Wise
Step 11: Go for the Long Term
Chapter 13: How to Achieve Sustainable Team Performance
1. Provide Team Members with Decision Making Authority
2. Generously Share Information with Team Members
3. Minimize Incivility
4. Provide Timely and Constructive Performance Feedback
Action Steps
Case Study
Case Study-Your Proposed Action Plan
Case Study-Q&A
Roadmap to Boosting Team Performance
Management is . . .
For Your Continuing Learning . . .
Self-Assessment Instrument
Answer Key
Explanations to the Self-Assessment Questions
About the Author
ABOUT THE AUTHOR
He earned a BS at Drexel University, an MS at Iowa State University, a PhD in Continuing and Vocational Education (Adult Ed) at the University of Wisconsin, and interned at Walter Reed Army Medical Center. He participated in a test item writer workshop sponsored by the Commission on Dietetic Registration (CDR).
Wolf is a past Adjunct Associate Professor, Graduate School of Management & Technology, University of Maryland, and a former Adjunct Faculty Member, School of Continuing Studies, The Johns Hopkins University.
He is the past president of the DC Dietetic Association and has been honored by the Academy with the Award for Excellence in the practice of Management; the Outstanding Dietitian of the Year Award; the Outstanding Service Award; and has delivered the Lenna Frances Cooper Lecture.
At the Academy he has served in numerous leadership roles including Chair, Scholarship Committee, DBC; Chair, Communication Committee, CDR; Chair, Area Coordinating Committee, COE; Chair, COE, and member of the Resource for Education Programs Committee; Honors Committee; CDR, Licensure Panel and Ethical Practices Task Force; CDR; House of Delegates and Board of Directors.
He is the author of more than 500 articles, numerous CPE self-study programs, and several popular books including Make It a Winning Life: Success Strategies for Life, Love and Business; Winning Management: 6 Fail-Safe Strategies for Building High-Performance Organizations; and Don’t Oil the Squeaky Wheel, and 19 Other Contrarian Ways to Improve Your Leadership Effectiveness.
ACKNOWLEDGMENTS
Special thanks to the following individuals for their careful review of this CPE program.
Rebecca Bitzer, MS, RDN, LDN, CEDRD
Founder
Empowered Eating and Rebecca Bitzer & Associates
Greenbelt and Columbia, Maryland
Richard F. Patterson, EdD, RD
Adjunct Associate Professor
Hospitality Management and Dietetics
Western Kentucky University
Bowling Green, Kentucky
Brenda E. Richardson, MA, RDN, LD, CD, FAND
Independent Contractor/Owner
Brenda Richardson, LLC
Salem, Indiana
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