The High Performance Journal

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A high-performance culture] is more than just having inspired leadership or a roster of self-motivated workers,” said Phillip Lew, founder and CEO of C9 Staff, a boutique remote staffing agency. “It’s more a combination of a number of elements that include upper management; management style and strategy; task distribution and assignment; and systems of accountability, cooperation and help, and support among others.” Key Characteristics of A High-Performance Culture This work was supported by the National Natural Science Foundation of China (Grant No. 51602238) and the Natural Science Foundation of Shandong Province (Grant No. ZR2018JL017). This is the perfect companion for Brendon’s other groundbreaking works in the field: High Performance Habits: How Extraordinary People Become That Way and The High Performance Planner. Adding this journal to your toolkit will help you become the very best version of yourself! Brief Research Report, Community Case Study, Conceptual Analysis, Correction, Data Report, Editorial, Hypothesis & Theory, Methods, Mini Review, Opinion, Original Research, Perspective, Review, Systematic Review, Technology and Code. According to Forbes and Success magazines, Brendon isalso one of the most watched, quoted, and followed personal development trainers online. Histraining videos have been viewed more than 200 million times, and over 2 million students have taken his online courses or video series.His brands have over 10 million fans on social media. For these results, Oprah.com named him "one of the most successful online trainers in history."

Initiating employee development conversations can help managers highlight their direct reports’ career goals and aspirations, as well as identify the skills they need to get there. Managers can use the outcomes of these conversations to help employees set meaningful goals and metrics that build the knowledge and experience they need to further their careers. Building A High-Performance Culture With Lattice The mindfulness journal prompts are like a guided tour through your life and future, led by the world's leading high performance coach, Brendon Burchard. When trust and psychological safety are high, team members feel a greater sense of empowerment and autonomy. They feel safer taking risks, making mistakes, and engaging in healthy conflict that lead to continuous learning. And because team members feel that their contributions are valued, everyone is more likely to perform at their best. 4 Benefits of High-Performance Cultures In a high-performing culture, engagement and motivation is nurtured by autonomy in making decisions about how work gets done, continuous growth, and a sense of purpose. In a nutshell, high-performing employees care about what they do far beyond just showing up to get paid. 3. Teams are built on a strong growth mindset. Only manuscripts of sufficient quality that meet the aims and scope of High Performance Polymers will be reviewed.

Open access statement

Improve performance and profitability: High-performance cultures have a direct link to improved financial results — largely because when employee performance is high, so is productivity. And that spirals up to big wins from a financial and organizational performance perspective. But to maintain that trust and drive performance long-term, organizations must show their commitment to their employees’ continuous learning and growth with employee development conversations and effective goal setting. It accepts articles in high performance polymer science and technology, with a principal focus on molecular structure/processability/property relationships of high performance polymers such as liquid crystalline polymers, aromatic polymers, aramids, hetercyclic polymers, epoxy resin, fluoropolymers, siloxanes, functionalized polymers and inorganic polymers.

While creating a high-performance culture may sound like a lofty ideal that’s impossible to attain, it’s not. Taking steps towards building a better culture requires the right strategy, processes, behaviors, and patience. Here’s how to start. 1. Make communication a must. Please note that the Editors are not obliged to invite/reject any recommended/opposed reviewers to assess your manuscript. A high-performance workplace is an environment designed to help employees be as effective as possible in supporting business goals and providing organizational value. According to research by Gartner, it “results from continually balancing investment in people, processes, physical environment, and technology to measurably enhance the ability of workers to learn, discover, innovate, team, and lead, and to achieve efficiency and financial benefit.” As part of the submission process you will be asked to provide the names of 4 peers who could be called upon to review your manuscript. Recommended reviewers should be experts in their fields and should be able to provide an objective assessment of the manuscript. Please be aware of any conflicts of interest when recommending reviewers. Examples of conflicts of interest include (but are not limited to) the below: T1 - Tailoring cations in a perovskite cathode for proton-conducting solid oxide fuel cells with high performanceEach of the book's 365 reflections invites you to reflect on how far you've come - and push yourself to go even further. It's a year-long process with three elements: