To create an environment for outstanding performance, clearly communicate expectations and use the why/what model. Support and resources can help achieve success. Write down team performance expectations and ask yourself if your team understands and meets these expectations. This will help ensure a productive and successful team environment.

Author Stephen Covey emphasizes the importance of building quality relationships when giving performance feedback. Consider the team member's season of life, personality preferences, and personal relationships. Cater the feedback to match the team member's needs and goals. Building these relationships allows for more personal, catered, and effective performance feedback.

Love letters are powerful due to their thought, intention, romance, and nostalgia. They allow time for emotions to digest, allowing the recipient to ponder each word. In the workplace, communication methods influence how a message is received.

When giving feedback remotely, adjust the communication style based on the emotion, complexity, and person receiving the feedback.

Coaches should not be the only voice on the field, as players communicate the most. Encourage team members to take ownership of feedback, equip them with tools for effective feedback, and invest in education on giving and receiving feedback. Model this by asking team members for personal performance feedback and encouraging ownership of feedback.

Informal feedback is a powerful driver of performance, and companies can foster or suffocate it. To foster informal feedback, companies should create open spaces for conversations, allow time for conversations, and create an expectation for communication. Encouraging conversations around meals and creating a culture that encourages informal feedback can help build relationships and improve future performance. Companies can better foster informal feedback and improve overall performance by addressing these aspects.

Sports icons like Michael Jordan and Mia Hamm are iconic, but mid-performing team members provide consistency, stability, and support. They can be mid-performing or not, depending on their background and desire for a balanced work-life balance. Mid-performing players stay with a team longer and seek to improve, while superstars seek higher opportunities. Acknowledging the value of mid-performers is crucial for team success.

Your questions can significantly impact performance, indicating your values, driving focus, and driving behavior. For example, at The Pathwayz Group, asking about the team's values and focus can lead to better communication and collaboration. They become more aware of the organization's direction and focus by asking questions about the team's successes and challenges. Paying attention to these questions can help shape your team's values, focus, and behaviors.