This document provides an overview of Headstrong Performance, a company that helps organizations and executives improve performance through health and wellness interventions. It describes the company's mission and services, which include workshops, coaching, and assessments to create a culture of health, adaptability, and happiness. Two case studies are presented showing how the company works with a senior executive struggling with stress and a new partner having issues with workload and team management. The document concludes with brief biographies of the company's founder and some client testimonials.
As part of Mercer's commitment to providing clients with research-based solutions, Mercer’s employee research group conducts a series of national studies around the globe, entitled What’s Working™.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement – by country and on a global basis.
This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and
employee performance. The thesis is a literature research and thus a review by the work of others.
In earlier research on this topic conducted by Vroom (1964) was concluded that a positive
correlation between motivation and performance did not exist. However, later research proved
that it is indeed possible to motivate employees intrinsically and extrinsically to perform well. It
appears that when the organisation provides certain job characteristics, employees can be
motivated to perform well in the organisation. And it also appeared that intrinsic factors have
more effect on the relationship than extrinsic factors.
As part of Mercer's commitment to providing clients with research-based solutions, Mercer’s employee research group conducts a series of national studies around the globe, entitled What’s Working™.
These studies allow us to analyze national trends regarding employee perceptions and to identify the key drivers of employee engagement – by country and on a global basis.
This bachelor thesis is focused on the relationship between intrinsic and extrinsic motivation and
employee performance. The thesis is a literature research and thus a review by the work of others.
In earlier research on this topic conducted by Vroom (1964) was concluded that a positive
correlation between motivation and performance did not exist. However, later research proved
that it is indeed possible to motivate employees intrinsically and extrinsically to perform well. It
appears that when the organisation provides certain job characteristics, employees can be
motivated to perform well in the organisation. And it also appeared that intrinsic factors have
more effect on the relationship than extrinsic factors.
A discussion of how to manage employee performance taking into account how people’s actions affect and are influenced by the behaviors of their fellow team members, work groups and organizations.
This is my Management of Business Internal Assesment hat i scored very high on. I would like to share this with you to give a little guidance to you.
I also have Communication Studies, Sociology and Entrepreneurship Unit IA Sba also available.
you can contact me at - erica5dacas@gmail.com
Training and development is essential to the success of any organization. Founder and President of Performance ReNEW, Natasha Bowman, JD, SPHR has developed a robust training curriculum that will add value to any existing or new leadership development program.
Employee engagement that bonds trust in workplaceKhrisma Khrisma
This article is inspired by the two people who had ever worked together as a team when I was waiting for my last bus home. They're seemed cool in their way talking to each other.
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
purpose of this article is to discuss workplace engagement. The word engagement has been used to refer to two different things in the HR literatures, personally and organizationally. Engagement from personal perspective is the Psychological state in which the person experiences the feeling of being engaged to something he loves, the feeling of being enthused, and the enjoyment. There are different models and definitions of workplace engagement, such as the definition by Bakkar et al. (2006).This paper highlights on the advantages and disadvantages of engagement.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
A discussion of how to manage employee performance taking into account how people’s actions affect and are influenced by the behaviors of their fellow team members, work groups and organizations.
This is my Management of Business Internal Assesment hat i scored very high on. I would like to share this with you to give a little guidance to you.
I also have Communication Studies, Sociology and Entrepreneurship Unit IA Sba also available.
you can contact me at - erica5dacas@gmail.com
Training and development is essential to the success of any organization. Founder and President of Performance ReNEW, Natasha Bowman, JD, SPHR has developed a robust training curriculum that will add value to any existing or new leadership development program.
Employee engagement that bonds trust in workplaceKhrisma Khrisma
This article is inspired by the two people who had ever worked together as a team when I was waiting for my last bus home. They're seemed cool in their way talking to each other.
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
purpose of this article is to discuss workplace engagement. The word engagement has been used to refer to two different things in the HR literatures, personally and organizationally. Engagement from personal perspective is the Psychological state in which the person experiences the feeling of being engaged to something he loves, the feeling of being enthused, and the enjoyment. There are different models and definitions of workplace engagement, such as the definition by Bakkar et al. (2006).This paper highlights on the advantages and disadvantages of engagement.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Somos um grupo de pessoas preocupadas com o terceiro setor de nosso país. Queremos ajudar a tornar realidade seu sonho para transformar a realidade social de sua comunidade.
Презентація дослідження взаємодії українських політиків з медіа в твіттері в рамках Другого Міжнародного Студентського Симпозіуму 2015, Український Католицький Університет (Львів, Україна)
Cutting through the channel clutter: How hotels can get back in control of th...SiteMinder
SiteMinder's David Chestler recently presented to an audience at the Caribbean Travel Marketplace deep-diving into all things online distribution for hotels, and asking the important question - how can your hotel cut through the channel clutter?
1
Observation Paper
Observation Paper for Equity Management
Taihessa Lee
Organizational Leadership
Professor Stephen D. Griffin
June 30, 2013
The purpose of this paper is to describe the observable aspects of my current organization’s culture. I will address my perceptions using the following three viewpoints: vision, mission and core values. I am currently employed at Equity Management Corporation, which is a leading third party management company throughout the property management industry. It is a highly competitive organization that works on creating opportunity for their employees and managing with integrity. On the grounds that I work for Equity Management I know first-hand the extent they will go to meet their expectation out of every department and one thing they will always strive to be number one in the housing market. The greater part of these things are expressed inside Equity Management’s vision and mission statement. Their vision and mission are similar as it precisely what the company does and how it plans to develop.
The Mission: Managing with integrity. The Vision: Creating opportunity. The Core Values: will focus on the heart of our company. There are many other parts of Equity. Leasing Agents are the face of Equity. Property Managers are the arms of Equity. Regional Directors represent the head of Equity. But it takes one fundamental body part to keep all this going- the heart. Ultimately, the heart has to beat to make the parts all function together. The heart is where love, care and concern reside evidenced by our commitment to the job, one another and the people we serve. As Equity pays attention to the condition of our personal and corporate heart they can experience a deeper commitment to our everyday activities. The owner’s vision is to improve the heart of Equity in a deeper way. The owner realizes that our hearts inspire us to be our best, and create loyalty in ourselves. Becoming #1 in the industry means being financially strong and growing. But being #1 is also found in a company filled with loyal employees with high integrity, stellar performance while showing you care. I have witnessed this in my current employment with Equity.
Working at the corporate office was hard for me at times because of how clan culture the company is however it likewise has numerous motivating forces as well. I started my employment with Equity Management three years prior. This employment has been assisting me to develop passionately and also professionally. They are showing me to strive to be passionately and the best constantly. The major lesson I am learning while at Equity Management is their Core Values which is the heart of an employee to keep it functioning properly.
A great deal can be learned about an organization by analyzing and exploring the various aspects of organizational observation. My observation of Equity’s leadership and organizational culture would be healthy organization culture. .
7 Hazards to Avoid:
1) Inadequate capability.
2) Poor job fit.
3) Fuzzy goals and accountabilities.
4) Poor relationship with manager.
5) Poor relationship with co-workers.
6) Health and wellness issues.
7) Physical and environmental factors.
Organizations seek to maximize the productivity and profitability of their staff !
Individuals seek satisfaction from their work !
If both can be achieved concurrently , there is a true Win-Win !
The impact of an ‘engaged’ workforce over an ‘unengaged’ one is dramatic
People empowerment is a passion of mine. I believe that every individual has unique talents, abilities, and ideas that can positively impact their lives and the world around them. By empowering people, we can unlock their full potential and help them achieve their goals and dreams.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
Engaged employees provide immeasurable benefits to your organization. It begins at the organizational then managerial, finally employee levels of the organization.
The Global Head of Human Resources at Bilcare Research, Anu Mhaisalkar, answers some key questions regarding the role of an HR leader operating in an international business in the current economic crisis.
Similar to HeadStrong Performance Executive Coaching Case Studies (20)
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Senior Project and Engineering Leader Jim Smith.pdf
HeadStrong Performance Executive Coaching Case Studies
1.
2. 2
Headstrong Performance -‐ www.headstrongperformance.net -‐ info@headstrongperformance.net
TABLE OF CONTENTS
General Situation Overview.................................................................................................................3
General Client Profile ..........................................................................................................................4
Case Studies.........................................................................................................................................4
Senior Executive ..............................................................................................................................5
New Partner......................................................................................................................................7
Some Of Our Clients............................................................................................................................9
3. 3
Headstrong Performance -‐ www.headstrongperformance.net -‐ info@headstrongperformance.net
General Situation Overview
Today’s competitive economy is forcing organizations to make leaner and smarter talent
management decisions by requiring a more agile and adaptable workforce that can
effectively respond to, and take advantage of, market demands.
However, further research is showing that executives work more hours per week with much
greater pressure than ever before. The resulting increase in stress and fatigue is leaving our
executives susceptible to accelerated aging, burnout, and even chronic disease.
Leadership capacity, employee engagement,
and organizational performance are strongly
tied to the physical health of the individual and
it is generally accepted that stress tends to have
a negative impact on both mental
performance and physical health.
Dealing with the stresses of a busy life is
like healthcare - primary prevention is more
effective, cheaper and less painful than secondary
treatment.
Experience has taught us that the two
populations suffering most from the negative effects of continuous high performance are Elite
Athletes and Executives. Over the past two decades, the most significant increases in performance
in all sports, is in the field of effective recovery. Interestingly enough, we have discovered that by
applying many of the same principles we have been applying with elite athletes to help them to
recover optimally and prevent overtraining, are also highly effective to help executives recover
optimally, prevent burn-out, and perform even better.
Organizations and industries will continue to evolve rapidly over the coming years. For the
executive to be on top of his or her game, the challenge is to be able to evolve with the industry
without sacrificing mental and physical health. By learning how to apply those strategies that are
helping athletes evolve with their sports, the executives of today, can ensure they will remain on
top of their game and industry in the future.
With all of this in mind, Headstrong Performance has designed a series of interventions,
augmented with Headstrong Performance Assessments, to help create an organizational culture of
health, adaptability, vitality, and happiness. In addition to this, Headstrong Performance has
developed a multi-stage coaching process to help executives comfortably transition into the high
performance beings they deserve to be.
4. 4
Headstrong Performance -‐ www.headstrongperformance.net -‐ info@headstrongperformance.net
General Client Profile
Our mission is to inspire a culture of Operational Fitness and Performance Excellence!
Wether we like it or not, an organization is a reflection of its people: their strengths, faults,
degree of adaptibility, all influencing organizational fitness and performance. Our clients are
organizations who seek innovative ways to raise the awareness within their corporate culture of
the link between health, leadership, engagement, and organizational performance as well as
individual executives seeking a holistic executive coaching experience that focuses on
improving health, energy, and mental performance capacity.
For our organizational clients, we deliver customized leadership workshops, keynotes, and
events that are both interactive and experiential to kick-start the body-brain
integration experience as it relates to leadership and performance capacity. For
our individual executives, we customize a physical and mental coaching
program that primes the brain for mental performance, which in
turn is utilized to improve leadership effectiveness,
adaptability, and engagement.
Case Studies
Organizations are made up of individual
executives. Business performance begins and
ends with their performance and so our
deeper work with individuals clients is
a critical offering for key executives.
The profiles of Mark and Shirley shown
here exemplify some of our clients and are an
exhibit of some of the common struggles
many executives face in the fast-pace and
high stress of business life today.
5. 5
Headstrong Performance -‐ www.headstrongperformance.net -‐ info@headstrongperformance.net
Senior
Executive
Mark is a senior executive with 23 years
in his career, progressing through
positions of increasing responsibility and
stress. While he has always met or exceeded
performance expectations, priding
himself on his determination and
stamina, he is now recognizing that
the pace of work has become
unrealistic; the wear and tear has impacted
his levels of energy and ability to focus, manage
and create as he needs to continue
performing effectively. He has also seen
increasing challenges from what feels is a
non-stop carousel of changes in the organization, affecting his team and his own ability to be
effective.
Beyond the mental demands of work, Mark is also experiencing the physical consequences of his
mostly sedentary career. In addition to his growing mid-section, he has been noticing back and
neck pain, stiffness and much muscle strength and general energy levels. He has also been
working through a series of uncharacteristic illnesses over the past 18 months that don’t seem
attributable to any specific issue, but still are impacting his ability to be at work when he is needed
or even to be fully functional while he is there. He also struggles to be present and have the
energy to be the father to his children and husband to his wife that he promised himself he would
be.
He cares deeply for his team and wants to continue contributing until he decides it's time to
retire. That date is a long way off for him, yet he is unclear whether he will be able to keep his
head above water beyond the next six months.
Mark’s employer knows that he is a star performer but is concerned that he may not be around
much longer, given the demands of the business. They also want Mark to be happy and engaged,
and bring that level of energy to the rest of the team, influencing performance in the way they
know is capable of doing. He is a leader and they want to make sure he can lead and manage
effectively. Lastly, they recognize Mark’s commitment to his family and want to make sure that he
will be happy both at work and at home.
Our work with Mark would key on the obvious leadership challenges, but also work towards
improving his health integration and awareness, and building up his cognitive capacity for a more
resilient mindset.
6. 6
Headstrong Performance -‐ www.headstrongperformance.net -‐ info@headstrongperformance.net
Baseline assessments include the company’s own 360 Feedback System, which provides a 3-
dimensional view to help Mark determine how his behavioral patterns are being affected
combined with HeadStrong Performance’s Health-Performance Assessment to add a 4th
dimension and greater awareness how his current health may be affecting his leadership
effectiveness.
Results of the assessments help us to create a coaching action plan together with Mark. By
combining physical and executive coaching, we begin to re-establish lost body-brain links that will
improve cognition, memory and learning, as well as energy levels, stress management and
emotional regulation. From there, we will build Mark’s resilient mindset by integrating body-brain
functions and work on identifying important concerns as well as awareness development, goal
identification and working through challenges, both professional and personal. In the end, we will
establish new learning and new perspectives, help Mark develop new Leadership approaches and
provide new tools for Mark to sustain his proper body-brain function and help him achieve
inspirational performance levels as a worker and as a leader.
7. 7
Headstrong Performance -‐ www.headstrongperformance.net -‐ info@headstrongperformance.net
New
Partner
Shirley is a new partner with one of the largest global
consulting firms. Work demands have kept her on
the move for the last decade, with intermittent
breaks, including a period where she battled a
significant illness. She’s able to find only an average
of five to six hours of sleep per night; internal
narratives and stress keep it less than restful. The
doctors told her that she needed to reduce the
stress-load and get more rest in order to prevent
another similar occurrence, but she finds herself
almost addicted to the pace and demands of work.
Shirley’s team feels her stress almost as much as she does. She’s a demanding boss and what
drove her to partnership is largely driving her team to leave the firm. The more senior partners
are noticing and want to intervene, bring Shirley to a new level of awareness and ensure that she
continues to contribute as a partner for years to come.
In addition to the risk of her physical health and management challenges, Shirley’s work
performance has been suffering as her workload now includes business development goals. She’s
had a hard time letting go of some of her old ‘hands-on’ approaches to work and does not
delegate to her team as effectively as she could. She knows this to some extent, but hasn’t yet
found a way to calm the nagging fear that the work won’t get done right, on time or both. Given
her approach to work, Shirley hasn’t found the energy and time to exercise or eat healthier, two
things her doctor made clear were critical for her health.
We would engage with Shirley, utilizing a spectrum of our physical and brain assessments as well
as the company’s 360 Feedback System to establish a clear picture of her current state of
being. What will be critical for Shirley is uncovering some of the basic drivers and underlying
assumptions that influence her behavior toward both herself and others. To determine that, a
modulated program of physical training and executive coaching would establish a foundation for
new insights, new learning and effective change. Working with Shirley we would improve her
confidence to manage her health as well as her staff, delegating and trusting that work will be
accomplished. Learning new approaches to management, awareness and self-regulation would
improve not just her performance and retention, but also that of the entire team.
8. 8
Headstrong Performance -‐ www.headstrongperformance.net -‐ info@headstrongperformance.net
Marcel Daane
MSc Neuroscience of Leadership
Author and CEO of: Headstrong Performance
Recipient of the 2012 Global HR Excellence Award in Leadership, Marcel Daane is considered one
of the pioneers in integrating health and neuroscience to improve performance in executives and
organizations. With over 20 years of coaching experience across business, sports, health and
cognitive performance, his integrated approach has transformed the lives of thousands of
executives and has subsequently helped improve the performance of numerous multi-national
organizations from a wide variety of industries.
Marcel is the author of the internationally acclaimed book: “Headstrong Performance”
Headstrong means determined, focused and committed and Marcel learned from the best about
what that really means. His mother was exiled, but ultimately honored, by South Africa for her
courageous stand against apartheid. Marcel’s own life-journey has taken him from military service
in naval intelligence, elite Martial Arts Practice, to coaching Olympic and professional athletes, and
ultimately into executive and leadership coaching.
Marcel is the founder, and CEO, of Headstrong Performance; a Singapore based boutique-
consulting company that facilitates leaders to raise organizational performance by improving
health, leadership capacity, and employee engagement.
Marcel holds a postgraduate degree in the Neuroscience of Leadership from Middlesex University
and an Undergraduate Degree in Complementary Medicine from Charles Sturt University coupled
with advanced certifications in fitness and performance coaching.
9. 9
Headstrong Performance -‐ www.headstrongperformance.net -‐ info@headstrongperformance.net
Some Of Our Clients
“Marcel drove home the connection between a healthy mind and a
healthy body to the participants of our regional leadership
conference. Participants learned to increase mental well-being and
perform more effectively in their leadership roles.”
MICHAEL BRAUN
General Manager, Africa and Asia Pacific
Daimler Financial
“Marcel delivers a life changing message about healthy work-life
balance, good nutrition, rest and regular exercise, all leading to an
improvement in performance, individually and as a team. A great
way to bring about real, positive, and productive change.”
COLIN SAMPSON
Senior Vice President and CFO
SAP-Asia Pacific
“ I completely buy into what Marcel is doing. Marcel conducted a 2-
day Headstrong Performance training program with my regional
leadership team and I'm still seeing the positive effects on their
performance. That is the sign of a very effective program.”
TONY GRANDIDGE
Senior Vice President
Euronet Worldwide