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December 21, 2020 by Klassen Performance Group

Are You In A Hurry To Leave 2020 Behind?

Leaving 2020 Behind

Before putting 2020 behind you…

There are a lot of people anxious to put 2020 behind them and start fresh in 2021. There’s nothing wrong with that, but before you leave 2020 in the dust, take the time to find and assimilate the lessons from 2020, so you can use them next year.

One of my favorite quotes is:

Many people can relate to dark times this year. Some people passed in and out of them, while others still grapple with devastating loss. Can you relate? I know I can.

The first dark place for me this year was in March when I watched our booked business begin to disappear from the calendar. We specialize in leadership development, and everything we did before 2020 was conducted in person. We initially thought in terms of “postponing” dates but soon realized that COVID was here to stay.

The simple solution was to transition into online and virtual courses. We learned quickly not to confuse simple with easy. Our focus has always been on the results we get, not the delivery of content, so our challenge wasn’t adapting to a new format. Our challenge was finding a way to guarantee the results in this new format.

As dark as it was, we soon realized that we hadn’t been buried; we’d been planted, and we began to grow. After a significant investment in technology and countless hours uncovering the secret to getting meaningful, measurable results virtually, we launched our first course in August.

We knew we were onto something when 100% of people in the first and second virtual course said they loved it and that they were happy they experienced it virtually rather than in person.

We are ready to bounce back stronger than ever in 2021, but it would be a mistake to leave 2020 behind without grabbing all of the lessons we can and making them work for us in 2021.

As I reflect on the lessons 2020 taught me, there is a long list, but I’ll focus on one game-changer:

At KPG, we learned that our belief that we couldn’t deliver results virtually was not only erroneous; it was holding us back as a company. This lesson brought renewed confidence that we can continue to guarantee meaningful results for our clients both in person and virtually and will change our business model forever. It will also serve as a reminder to challenge what we think we know.

What about you?

What did 2020 teach you that you will apply we start fresh in 2021? What did you learn about yourself, your team, your customers, your processes, resilience, etc.?

Now is the perfect time to reflect on the good and the bad of 2020 use it to make the most of 2021.

Webinar Tuesday, 11am December 29

Learn strategies that will help you set the stage for 2021:

  • Increase your energy and sharpen your focus
  • Prepare to overcome challenges and capitalize on opportunities
  • Reset the emotional tone for yourself and your team

REGISTER HERE

WE’VE ADDED TWO ADDITIONAL SESSIONS OF OUR VIRTUAL COURSE!

‘Unleash Your Influence: The Master Class’

Listen to a message from Dr. Heather Johnson

ACT NOW AND SAVE!

Register by December 31st and save up to $400 per person off of 2021 pricing by:

  1. Locking in 2020 pricing for a $200 savings
  2. Registering with a group of 3 or more and save an additional $200 per person.

Click to learn more

Filed Under: Influence, Leadership, More From Dr. Heather Johnson

October 26, 2020 by Klassen Performance Group

Influence, Optimism, and Leading Through The Pandemic

Impossible is I'm Possible

Is the pandemic testing your optimism?

Leading through a pandemic is an enormous challenge. To get to the other side, leaders need to leverage their influence skills to

  • set the emotional tone for their team
  • lead into unchartered territory
  • provide the information people need in a way they will hear it

The ability to influence has never been more critical, and optimism is an essential tool for leading your team through a pandemic.

Optimists focus on the positive and have a general belief in their ability to get through adversity, allowing them to see opportunities others may not. Optimists don’t ignore negativity. They accept and face adversity head on and focus on finding ways to overcome it.

There is no denying that COVID-19 brought with it a long list of negatives. Ignoring them or downplaying them can hurt your credibility and erode trust. When leaders demonstrate that they hear and understand the adversity and challenges their teams experience and help them see a path through it, people are more likely to begin moving forward again.

Optimism helps protect against stress and the illness that can accompany it. It facilitates problem-solving and serves as a catalyst for taking action and moving more quickly through setbacks and change. People are experiencing pressure from all around them, and many are experiencing debilitating levels of stress. Leaders who model optimism will increase their team’s ability to manage that stress, solve the seemingly endless challenges 2020 continues to throw at us, and ultimately bounce back.

There are three beliefs optimists share that help them lead their teams through adversity. Do any of these resonate with you?

1. Adversity is temporary

Optimists view adversity as temporary rather than permanent. For example, an optimistic response to a sharp drop in revenue would be:

“The pandemic hit us hard. We’ve gotten through hard times before, and we’ll do it again. We’ll need to get creative to do it, so let’s dig deep and develop new ways to create a customer experience that will wow them during the pandemic.”

Optimists expect that they will find a way to change their situation for the better and keep looking until they find it. The pandemic, like any other setback or even tragedy, won’t last forever. Reminding your team of this can help them keep moving forward.

2. Positivity should be amplified

Optimists generalize positive experiences and isolate negative ones. For example, an optimistic response to seeing even a small indication of resilience on the team would be:

“That’s the attitude we need. We are a resilient team, and we’ll bounce back stronger than ever.”

An optimistic response to an adversity would be:

“There’s no doubt that it was a rough week. This change threw us, and it showed. Remember, it was just one week. We made some mistakes, and we learned from them. Let’s apply those lessons and end the month on a high note.”

There are plenty of negatives everywhere people look right now. Help your team find and generalize the positives, so they see those too.

3. Hope is essential

Even amid adversity, optimists have a general belief that good things will happen and that their actions will lead to positive outcomes. They always have hope.

A leader’s ability to instill hope during difficult times is priceless. Without hope, people become apathetic. Give your team reasons to be hopeful, even if the current situation is difficult. Hope energizes people. As long as there’s hope for a better future, there is motivation to continue to try to get there.

Optimism is just one characteristic that will help you influence and ultimately lead your team through any adversity.

If you’d like to learn more, I invite you to look at our online, self-paced course,
Rising to the Challenge: Leading Through Crisis.

Filed Under: Influence, Leadership

October 25, 2020 by Klassen Performance Group

Stressed? Distracted? Recharge With Microbreaks

recharge meditative image
We live in a fast-paced world, constantly attending to one distraction after another while trying to get real work done. Trying to keep up can be exhausting. When we don’t pay attention to our energy levels and take the time to recharge, our productivity, health, and relationships suffer.

When I talk with people about managing their stress and energy, it is common to hear them say that they understand the benefits of taking breaks, but they can’t afford the time. They fear that if they take a break, their performance will suffer. In an effort to get the maximum ROI from their time, they bankrupt their energy and their performance suffers anyway, because we need both time and energy to be productive.

If that rings true for you, microbreaks could be the best solution. Microbreaks are periodic 30-second to five minute breaks that give you small boosts of energy. Much like plugging in your phone for 5 minutes gives it a small boost but not a full charge, microbreaks will replenish your energy enough to get through another 60-90 minutes. They don’t take the place of longer breaks like lunch, but throughout the day they provide a cumulative effect that will improve your energy, attention, and memory without the anxiety of feeling you’re falling behind.

It is important to remember that not all breaks are created equal. Spending time with people who drain your energy will not recharge you. Taking a break to scroll through social media could actually deplete your energy because you’re not getting a break from screen time. Don’t be fooled into thinking you are recharging just because you are doing something unrelated to work. If your brain is being taxed, you are still using energy.

If you truly want to have a positive impact on your energy level and mood, it is important to take breaks that will provide those benefits. The ideal microbreak involves physical activity and mentally disconnecting from work and technology.

Five easy microbreaks you can easily incorporate into your day:

  1. Get Moving

    When we sit for long periods of time, everything – including our ability to think – slows down. Get up every hour and move. Movement gets blood flowing and improves both energy and mental clarity. This can be as simple as walking over to a colleague’s desk to talk rather than sending an email, taking the stairs, a walking meeting, stretching, squats or toe raises. Even five minutes each hour will get your blood flowing and increase your energy and productivity. Make a list of the things you can do given your specific work situation and choose something from that list every hour.

  2. Unplug

    We spend the vast majority of our day in front of one screen or another. Whether it is a computer, TV, phone, or a tablet, it takes a physical, emotional, and psychological toll. We tend to fill even the tiniest window of time with a check of our technology. Although many see a chance to watch a video clip or scroll through social media as entertaining or even relaxing, research suggests it might actually be depleting our mental energy rather than recharging us. So what is the solution in a world where we need to be connected? Make time to unplug whenever you can and give your brain a rest so you can boost your energy. Resist the temptation to fill every spare minute you have and, instead, just be. The next time you’re waiting, don’t reach for your device, simply stay present. Focus on what’s going on around you. What do you see, hear, and smell? Maybe even strike up a conversation with someone else who’s waiting. Remember, every opportunity you have to unplug is an opportunity to allow your brain to rest and recharge.

  3. Take a Mental break

    Meditation has gotten a lot of attention recently, and for good reason. In the short term, meditation can calm nerves and recenter focus. Over a longer term (6-8 weeks) regular meditation rewires the brain’s response to stress. It increases your self-awareness and enables you to respond more effectively to stress so you can use your energy in more productive ways.

    Meditation doesn’t have to be long or complicated. According to Mark Williams and Danny Penman in their book Mindfulness, even a 3-minute meditation will give you a meaningful mental break. We can all find time for that.

  4. Go outside

    A short walk outside where you completely detach from technology combines all three of these strategies into one power microbreak.

  5. Breathe

    In the event you’re stuck in a meeting or at your desk for prolonged periods, you can still reduce your stress and recharge. Taking deep, slow breaths can rapidly decrease stress and clear your mind. Just relax your belly, deepen your inhale, and exhale for a count of 5 or 6. The extended exhale sends your brain calming signals that dampen the fight-or-flight response.

One key to effective microbreaks is to take them before you need them. Schedule them throughout your day to get ahead of energy crashes and keep productivity high. To maximize the benefit of a microbreak, disconnect from work and technology and incorporate movement to get the blood flowing.

Recharging doesn’t happen naturally for most people anymore. We are constantly connected and reacting to one stimulus or another. That means we need to be more purposeful in how we recharge and manage our energy. The above strategies are proven ways for you to improve your focus and attention and to enhance your memory and learning. Pay attention to what works best for you and schedule regular microbreaks into your day.

recharge with mircrobreaks to avoid burnout


To influence and effectively lead their teams, leaders need to manage their stress, especially during times of adversity. Recharging with microbreaks is an effective way to manage stress, increase energy, and maintain focus. If you’d like additional developmental resources to help you, there are three options below.

  1. Consider registering for one of our online courses to dig deeper and accelerate your development
  2. Sign up below for our Newsletters for articles, tips, and announcements of upcoming events

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NEW: Explore our selection of Online Courses and Webinars

Learn More

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Dr. Heather JohnsonDr. Heather Johnson is a nationally recognized speaker with extensive experience developing leaders.  With a doctorate in Psychology and over 20 years of business experience, she works with leaders to quickly identify individual and team performance obstacles and develops customized solutions that lead to rapid change and lasting results. Heather facilitates public and in-house workshops that deliver personalized, practical, and immediate results.  Some of her most requested topics are: Influence, Emotional Intelligence, Team Building, Communication, and Strategic Planning. For more information call contact us here or call 651-322-7821.

Filed Under: Emotional Intelligence, Influence, Leadership

October 4, 2020 by Klassen Performance Group

8 Reasons People Disengage

8 reasons people disengageConsider your top employee, that person you’d hate to see leave. What would the impact of losing that person have on productivity, customers, and revenue? While some people quit and leave a company, others quit and stay. In other words, they disengage.

According to Gallup, about 70% of American workers are disengaged. Can you prevent your top employees from joining that group?

There are 2 kinds of disengaged employees.

  • The first is simply disengaged. They are physically there, but just putting in their time and going through the motions.
  • The second kind is “actively disengaged”. This group isn’t just unhappy at work, they make sure everyone knows it.

Imagine 70% of your team or your company made up of some combination of these disengaged employees. Actively disengaged employees alone are estimated to cost US companies up to $500 billion annually.

That’s a lot of disengagement and a lot of money, but there is hope because 95% of turnover and disengagement avoidable. In addition, engaged workforces outperform others by 147% in earnings per share. The key to taking advantage of this opportunity is knowing why employees are disengaged and how to reengage them before it’s too late.

Let’s look at eight reasons employees disengage and even quit their job that you can do something about.

1. Their Boss

The single biggest factor leading to disengagement and turnover is an employee’s relationship with his or her boss. Spending 40-50 hours each week with someone you don’t like or respect is stressful and takes a toll. Eventually, people withdraw for self-preservation.

2. Disconnection from co-workers

Co-workers are another critical factor impacting employee engagement. They influence how an employee feels every day. Millennial workers value the social aspect of work even more than other generations. Their blending of personal and work lives mean that the relationships at work are more important than they’ve ever been.

Managers can influence this by providing opportunities for team members to get to know each other. This not only facilitates the connection they want, it also improves communication and teamwork, providing a nice return on the effort invested. This can be accomplished in small ways such as adding a bit of time for informal interaction at the beginning of a meeting, team development, occasional after hours gatherings, pot lucks, etc. There are a lot of little ways managers can do this, and, given the cost of disengaged workers, it is worth the effort.

3. Lack of developmental opportunities

In one survey, 80% of employees hadn’t had training in the previous five years. That is not only a disengagement risk, it is also a productivity risk. Development can come in many forms. Formal training is certainly one of them, and the one people think of most often. Some of the others include shadowing, mentoring, sharing best practices at team meetings, and coaching. One of the things that distinguishes Millennials from other generations is the amount of development they want. Are you providing it?

Managers can provide development easily and inexpensively by combining various approaches. Make sure that you encourage people to attend quality, relevant training. In addition to that, take advantage of daily informal opportunities through coaching, reading, leveraging internal mentors, sharing best practices, and so on.

For anyone concerned that if you invest in developing people, they’ll leave, keep this in mind from Richard Branson…

Train people well enough so they can leave, but treat them well enough so they don’t want to.”

4. They aren’t challenged

No one wants to be bored and unchallenged by his or her work. Uninteresting work without the opportunity for growth can certainly lead to disengagement, especially for your most talented and motivated employees. Challenging employees doesn’t mean simply giving them more work; it means giving them new tasks that enable them to learn and grow.

Find out where employees’ interests lie, what skills they would like to develop, and find opportunities to challenge them in those areas. For example, you may have someone who wants to improve his ability to influence so you have him present at an all-hands meeting. The best managers challenge people to stretch themselves in a variety of ways. If you fail to challenge your employees, you risk boredom and disengagement.

5. Limited opportunities to pursue their passion

The opportunity to apply one’s unique strengths on the job is another important key to long-term engagement. When employees get a chance to do what they do best every day, they experience pride and a sense of accomplishment, which boosts self-confidence.

I worked as a supervisor in a group home for 3 years after college. I had a brief conversation with the president of that company as she visited the house and I mentioned that I enjoyed training. The following month, she asked me to be part of developing superviors in all 12 houses. It was a huge success and beneficial for both of us. She never would have had the opportunity to leverage that strength if she hadn’t taken the time to uncover my passion. It’s no surprise that this company has grown to 65 homes with over 1,000 employees and was rated the top workplace in MN for 2016.

Pursuing one’s passion energizes people and improves productivity and job satisfaction. Mangers must get to know the employees on a more personal, individual level to find opportunities to tap into an employee’s strengths and passions. Are you making the effort to do so?

6. Feeling overworked and overwhelmed

Doing more with less has become a common refrain in companies across the country and people are feeling the effects. Dr. Tiffany Sanders reports, “approximately 40% of all workers today feel overworked, pressured and squeezed to the point of anxiety, depression and disease.” Overworked employees who have a choice will leave. Those who don’t will quit and stay.

Companies that understand the cost of overworked employees are taking steps to help. What they cannot fix through increased efficiencies, they are creatively addressing by offering things like flex time, dry cleaning, gift cards for family dinners, etc. What are you doing to provide some relief for employees feeling overwhelmed?

7. They don’t see a purpose in their work

Employees today don’t just want a job, they want to feel connected to a worthwhile purpose. Those who don’t see a connection between their daily tasks and a greater purpose will disengage and soon look for different opportunities.

Help them feel connected by talking regularly about the company vision, mission, and values and how they impact the company’s strategic initiatives. What is clear to leadership may not be readily apparent a few levels down. Learn your company’s story and tell it passionately and frequently.

8. They don’t feel valued

Smart leaders make certain their managers know how to balance the business side of their job with the people side. Managers who only focus on the business side generally see short-term success because people will stay engaged only so long when they don’t feel valued. Managers who fail to really care will always have high turnover rates. There is little motivation to put in one’s best effort when that effort isn’t appreciated or valued.

One of the most effective things leaders can do is hire managers who understand how important it is to balance the business and people side of their job. These are approachable managers who are likely to make people feel valued and engaged. People need to hear that they are valued and appreciated. Are you telling them?

Disengagement is prevalent and costly. It is difficult to determine the exact cost to your company because it doesn’t show up as a line item on a balance sheet. With 70% of US workers disengaged, it is safe to assume you have some disengaged employees on your team. Each of these eight reasons people disengage is preventable. With actively disengaged employees costing US companies $500 billion per year and engaged workforces outperforming them by 147%, can you afford to do nothing?

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If you’d like additional ways to increase your ability to influence and an opportunity for practice and to go deeper, register for our self-paced online course ‘Mastering the Fundamentals of Influence’.

Learn More

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Dr. Heather JohnsonDr. Heather Johnson is an internationally recognized speaker with extensive experience developing leaders.  With a doctorate in Psychology and over 20 years of business experience, she works with leaders to quickly identify individual and team performance obstacles and develops customized solutions that lead to rapid change and lasting results. Heather facilitates public and in-house workshops that deliver personalized, practical, and immediate results.  Some of her most requested topics are: Influence, Emotional Intelligence, Team Building, Communication, and Strategic Planning. For more information call contact us here or call 651-210-6021.

Filed Under: Emotional Intelligence, Influence, Leadership

February 21, 2020 by Klassen Performance Group

You Can’t Do This! How Your Inner Dialogue Is Holding You Back

Be careful about negative self-talk
Imagine putting hours into preparing for a presentation, managing your nerves so you could deliver your message, and then getting the following feedback:

  • “You sucked!”
  • “You can’t do this.”
  • “That was awful!”

Most of us would be horrified if that happened and can’t imagine hearing those comments from their audience. The thing is, people I coach regularly make some version of these comments to themselves after practicing a presentation. These thoughts and comments are often automatic. When people aren’t aware that they say them, they certainly aren’t aware of how they hold themselves back.

We’ve been teaching Influence for over 30 years, and there are multiple opportunities every session to point out something negative someone said about their presentation that they didn’t even realize they said. The typical response is surprise, followed by a sheepish grin when they understand what they did.

Pay attention to the “feedback” you give yourself. Comments like this are detrimental regardless of whether they come from you or someone else. Most of us would never let anyone talk to us the way we speak to ourselves. Why tolerate it just because it came from you?

I find that most people need help seeing how they create obstacles that keep them from presenting effectively. Once they see them, they can use strategies learned to remove them and get the results they need.

Three common self-imposed obstacles I see when working with clients:

1. An inner dialogue that sets people up for failure.
What we say to ourselves directly impacts our emotions and our performance. Even subconscious thoughts affect performance. We help people hear that dialogue and change the script, so it helps rather than hurts performance.

2. Overpreparation that wastes time, increases stress, and locks people into a rigid delivery.
Stress typically drives people to overprepare for presentations. What they don’t understand is that overpreparation is another obstacle that prevents them from influencing effectively. We help them see the negative impact overpreparation has and teach them a proven way to prepare that cuts their preparation time down by up to 75% while building their confidence, so they can deliver effectively and ultimately achieve their purpose.

3. Getting stuck in their head.
There is a tendency for people to get so wrapped up in their thoughts and saying the right thing that they miss the opportunity to connect with their listeners. They miss the subtle signs of piqued interest, disengagement, or disagreement, and then wonder why they weren’t effective. We help people get out of their heads and into the heads of their listeners so they can better understand and connect with them.

Imagine the impact you could have if the obstacles between your intended purpose and achieving your purpose were removed. People who think they can’t influence have created obstacles for themselves that slow or derail their ability to influence effectively.

We’ve been helping people remove obstacles and maximize their influence for over 30 years, and we’d love the opportunity to help you too. We will help you identify what is holding you back and give you specific, practical ways to become the influencer you need to be to succeed.

Take the first step and schedule a free consultation with Dr. Heather Johnson to determine how to maximize your influence.

NEW IN 2020: Explore our selection of Online Courses and Webinars

Learn More

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Dr. Heather JohnsonDr. Heather Johnson is a nationally recognized speaker with extensive experience developing leaders.  With a doctorate in Psychology and over 20 years of business experience, she works with leaders to quickly identify individual and team performance obstacles and develops customized solutions that lead to rapid change and lasting results. Heather facilitates public and in-house workshops that deliver personalized, practical, and immediate results.  Some of her most requested topics are: Influence, Emotional Intelligence, Team Building, Communication, and Strategic Planning. For more information call contact us here or call 651-322-7821.

Filed Under: Emotional Intelligence, Influence, Leadership

February 18, 2020 by Klassen Performance Group

6 Ways Using Humor Can Help You Influence

Using humor can help you deliver your message with impact

Are Your Presentations Putting People To Sleep?

We’ve all sat through boring presentations that leave us tuning out or checking our devices. Humor is a powerful tool you can use to make sure people listen when you speak.

Some people tell me that they can’t use humor because their topic isn’t funny. I agree that there are certainly times humor would not be inappropriate, but it is too powerful not to find opportunities to use it.

Consider the following two situations that many of us automatically tune out, and how humor is used to get people to tune in:

Commercials
We all skip through commercials every chance we get, but we watch commercials that make us laugh. Need proof? Just watch the Super Bowl and commentary on commercials that follows. Another example are the commercials for Ryan Reynolds’ Aviation Gin, they are so funny that my family searches for them and shares them.

Safety talks
Even those of us who fly so regularly that we could get up and do the safety talk ourselves before the flight pay attention when a funny flight attendant delivers the serious safety message. Here’s just one example of a flight attendant using humor to get people to listen to an important message.

6 ways humor will help people listen to and remember your message:

1. Humor engages
We are hard-wired to approach pleasure and avoid pain, so we are drawn to people who make us laugh. Humor engages people who would otherwise reach for their phones or tune out.

2. Humor Energizes
Laughter is like a shot of adrenaline. We know that energized people are more productive, creative, and positive. Each time you inject humor into your presentation, you have an opportunity to energize people and boost effectiveness.

3. Humor builds emotional connections
When people laugh with us, it provides a common ground that connects us. Remember, we buy from people we like and want to work with people who make us feel good. The stronger the emotional connection you make, the more approachable you’ll be. That means you’ll get more questions when you share ideas, you’ll hear about changes and concerns before anyone else, and you’ll hear “yes” more often than unapproachable people will.

4. Humor can build credibility
Humor is often associated with confidence and authenticity. Self-deprecating humor allows others to see our true selves and sends a message that we are confident enough to laugh at ourselves.

5. Humor cuts through tension
There are times when discussions get tense. When used correctly, humor cuts through that tension or an awkward situation and gets the conversation moving again. Well-timed humor gives people a different perspective that can lead to more creative thinking, elicit a positive emotion, and provide a physical release of tension.

6. Humor makes points memorable
The more emotional something is, the more memorable it is. A flight attendant telling you to keep your seatbelt low and snug “like the pink speedo he’ll be wearing at the pool tonight” creates a funny visual that you are more likely to remember than if he just told you to fasten your seatbelt low and snug.

Given the positive impact of humor, can you afford not to find a way to incorporate it?

As you consider adding humor and you wonder if it’s appropriate or if it might offend someone, err on the side of caution, and use something else. Keep your humor tasteful and suitable for your audience. You’re not trying to be a standup comedian, you’re trying to add some levity to help you influence.

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If you’d like additional ways to increase your ability to influence and an opportunity for practice and to go deeper, register for our self-paced online course ‘Mastering the Fundamentals of Influence’.

Learn More

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Dr. Heather JohnsonDr. Heather Johnson is an internationally recognized speaker with extensive experience developing leaders.  With a doctorate in Psychology and over 20 years of business experience, she works with leaders to quickly identify individual and team performance obstacles and develops customized solutions that lead to rapid change and lasting results. Heather facilitates public and in-house workshops that deliver personalized, practical, and immediate results.  Some of her most requested topics are: Influence, Emotional Intelligence, Team Building, Communication, and Strategic Planning. For more information call contact us here or call 651-210-6021.

Filed Under: Influence, Leadership

January 24, 2020 by Klassen Performance Group

The steep cost of “It’s not a good time”

“It’s not a good time.” This is a common response when it comes to personal & professional development. It’s easy to put it off in favor of urgent tasks. The thing is, there will never be a good time.

Is it the right time to continue your professional development?

Consider this scenario:

You know one of the keys to becoming more effective in your role is developing your ability to influence others. Your peers have recommended a powerful course that helped them organize their thoughts, confidently get their ideas heard, and stand out from the pack, becoming the one others turn to for input. It sounds fantastic and just what you need! You’d love to attend the course, but it’s “not a good time”.

That statement could be very costly. Here are two examples illustrating how.

Example #1

Michael, a Distributor Specialist, is glad he didn’t continue putting off investing in his development. A couple of weeks after he attended our course on Influence, Michael had a meeting with a customer who placed monthly orders with him. This time, he used the tools he learned to adapt his message more specifically to this customer and to ask questions that got her thinking differently. Michael’s ability to influence more effectively led to an order that was $45,648 more than the standard monthly order for this customer! That would have been a big miss if Michael had decided it wasn’t a good time to develop his influence. Putting attending off just three more months would have cost him $136,944.

Example #2

Brian was a high potential individual contributor when he attended our course. His goal was to develop the communication skills he needed to get him noticed, promoted, and ultimately lead a team. A month later, Brian had an opportunity for a promotion. He used the preparation methodology he learned in our course to prepare for the interview and organize his thoughts. He used the stress management and delivery skills taught to express himself confidently and clearly during the interview. Brian said he wouldn’t have gotten the promotion had he not attended our Influence development program. Again, it shows that it pays to take the time to invest in yourself.

What opportunities will you miss in the next few months if you decide that this “isn’t a good time” for training?

  • Will your team continue to resist change?
  • Will you lose out on a promotion?
  • Will your request for funding be denied?

Now is the perfect time to prioritize your influence development.
You influence all day in personal and professional interactions. The question is: are you effective? We have two opportunities to help make sure that you are.

  1. Master the Fundamentals of Influence – This self-paced online course is the perfect starting point for the highly motivated learner who wants to learn & practice the fundamentals of influence on their own. The professional videos, robust workbook, and exercises will make you a master of influence in no time.
  2. Unleash Your Influence – The Master Class – This comprehensive master class is for those whose success depends on their ability to influence. The videos, webinars, and personal coaching allow you to develop one core influence skill at a time with a small group. By the end, you’ll be able to apply countless effective tools to any situation in which you need to influence.

If you’re unsure that which of these courses would be better for your specific needs, schedule a free consultation with Dr. Heather Johnson to discuss the results you need to get and how Influence development can help you get them.

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NEW IN 2020: Explore our selection of Online Courses and Webinars

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Dr. Heather JohnsonDr. Heather Johnson is a nationally recognized speaker with extensive experience developing leaders.  With a doctorate in Psychology and over 20 years of business experience, she works with leaders to quickly identify individual and team performance obstacles and develops customized solutions that lead to rapid change and lasting results. Heather facilitates public and in-house workshops that deliver personalized, practical, and immediate results.  Some of her most requested topics are: Influence, Emotional Intelligence, Team Building, Communication, and Strategic Planning. For more information call contact us here or call 651-322-7821.

Filed Under: Influence, Leadership

September 26, 2019 by Klassen Performance Group

Come On…Let’s Dance

Do you dance or do you sit out?

I’ve never liked dancing in public. As a former drummer in my high school band, I can keep a beat; I just never learned how to dance. Although I’m not in many situations where dancing is an option, I always decline invitations letting people know that I don’t dance.

I was at a wedding last weekend enjoying the music and watching others out on the dance floor when my aunt Jean stood up, reached out her hand, and said, “Let’s dance!”. I smiled and politely told her that I don’t dance, but I’d enjoy watching. She ignored me and repeated with a giant smile, “Come on…let’s dance!” I couldn’t refuse the positive energy exuding from Jean. I let her drag me to the dance floor and grabbed Josie, a 20-year-old family member who also avoids dancing. I pulled Josie behind me as Jean and I made our way to the dance floor. I figured there was safety in numbers.

I made it through the song, clapped, and waited a beat for Jean to lead the way back to the safety of my seat. She didn’t do that, and before I knew it, the next song started, and my son enthusiastically joined our group, turning us into a foursome on the dance floor. Three more songs and lots of laughs later, we made our way back to our seats.

After the wedding, I found myself thinking of how many years I deprived myself of a great time because I was self-conscious about not knowing how to dance. I started thinking about other things I may have missed out on to play it safe. After not only surviving but thoroughly enjoying my four songs on the dance floor, I am determined to say “yes” the next time I have an opportunity to do something that makes me uncomfortable.

I share this with you because I can’t be the only one who has been in this type of situation. What have you missed out on because you made a safe choice rather than taking a risk? Maybe you didn’t go after a promotion because you weren’t sure you were ready. Maybe call reluctance kept you from calling the big prospect. Or maybe you didn’t share your idea because you hate presenting. There are endless situations in which we choose comfort over risk.

I challenge you, as I am challenging myself, to go for it the next time you are in one of these situations. Push through the discomfort and dance!

Filed Under: Leadership

September 10, 2019 by Klassen Performance Group

Big Goals Can Bring Big Growth

Big Goals leads to Big GrowthWhat was your last big goal that caused significant growth in you?

Big goals force us to venture into new territory, and we often learn something about ourselves and our teams along the way.

My big goal for this summer was to climb a mountain 14,000 feet or higher, known as a “14-er” in Colorado. My family and I chose Quandary Peak as our climb, which tops out at 14,265 feet.
Coming from Minnesota at 965 feet elevation, I was well aware that in addition the physical demands of the hike, getting enough oxygen at high altitude would be another significant challenge.

Our team of five faced many challenges and learned powerful lessons along the way that will guide us in the years to come. Here are just a few lessons I took away from Quandary Peak.

Identify your peak, but focus on manageable milestones

When we drove to the trailhead of Quandary Peak, I was in awe of the giant mountain in front of us. It was so high, and the air was already thin as we got out of the car! The summit was four steep miles up a very rocky trail. I was instantly overwhelmed and couldn’t help but wonder what I was thinking when I decided to do this.

I learned early on that focusing on one section at a time – getting to the top of the tree line, climbing up a steep rocky section, a very welcome moderate section, and the final push up the last punishing mile – instead of focusing on the whole mountain was the best way to keep from feeling overwhelmed. I looked at the peak occasionally to check my progress, but the majority of the time, I focused on the immediate objective. This was critical to effectively managing my emotions so I didn’t get so overwhelmed I’d give up.

Big goals at work can feel just as overwhelming. Once overwhelmed, people can procrastinate or even avoid challenges altogether because they don’t know where to start and have difficulty believing they can achieve the goal. Breaking those goals down into manageable chunks in terms of time or milestones is essential. As soon as you do so, you’ll find that your confidence and motivation increase, and you’ll be ready to move forward.

Don’t allow perfection to delay your launch

I knew when I set the goal that this was going to be a physically demanding climb. Online comments from other hikers made me question whether I was physically ready. Luckily, I had a few months to get in shape after setting the goal.

Unfortunately, when the time came to climb, I still didn’t have the strength and endurance I thought I needed to make it to the top. I had two choices. I could either postpone the climb or give it my best shot. It would have been easy to postpone and wait until I was in “perfect” shape, but there is also a good chance that I would never achieve what I considered perfect. I decided that 80% was good enough and that I would give the mountain everything I had. If I didn’t summit, I could always try again.

It’s common in business for people to delay a launch, a change, or a big project until everything is just right. I’ve worked with several people recently who delayed starting a business until they had the perfect website, product, or process in place, wasting valuable time and money. Don’t wait until everything is perfect. Take action when you’re 80% ready, and the rest will fall into place.

Surround yourself with supportive people

Surround yourself with supportive people

I’m grateful for these supportive people in our climbing team that helped me reach my goal.

There were many times during my climb when exhaustion, physical pain, or difficulty breathing had me wondering how I was going to make it. It seemed like just when I needed it most, one of the four people I climbed with that day said something encouraging that pushed me forward. We leaned on each other throughout the five-and-a-half-hour hike.

As someone who tends to be very self-reliant, it struck me how beneficial it was to tap into the strength of others. There were even a couple of people who passed us as they came down who offered words of encouragement. One woman said, “I’m not going to lie to you, you have a long way to go, but it’s worth it. You can do it.” Whether it came from strangers or our group, each offer of encouragement was like a shot of adrenaline.

We all encounter times when we wonder how we’ll find the energy to keep going. It may be after a significant setback or after spending weeks or even months on a project that seems to be going nowhere. It’s times like that when it’s invaluable to have people around you to encourage and support you. People with whom you can openly share challenges and struggles are a valuable asset when things get tough. Do you have a robust support system around you who will help you stay focused on your goal when the going gets tough?

Enjoy the journey

I often find myself so results-focused that I fail to appreciate the journey. I was determined not to let that happen climbing this 14er. A five-and-a-half-mile hike offers many rewarding opportunities in addition to the final summit, and I focused on finding them. Those efforts paid off in the form of beautiful wildflowers, noticing a mountain goat that others missed, and unique rock formations. Each thing I noticed and appreciated gave me a little burst of energy that helped me continue up the mountain.


It’s not an either-or when it comes to results and appreciation of the journey; you can have both. Some people naturally notice the “sights” along the way, and others need to make more of a conscious effort to do so. As someone who needs to make an effort, I can tell you it’s worth it. Pay attention to the people you meet, the progress you make, and the surprises along the way. When you do, you’ll have more to celebrate than the accomplishment of the goal.

Don’t avoid discomfort and adversity. Most growth requires it.

I encourage you to set a big goal for yourself and use it as an opportunity for growth and self-mastery. Break it into manageable chunks, then launch quickly toward the first milestone. Celebrate your smaller victories and build momentum toward the next milestone. Not only will you increase your chances of following through on your goal, you will also quickly gain valuable insights into yourself and how you respond to challenges.

If influence is your goal, join us for Maximum Influence. If improving your leadership skills is a goal of yours, join us for Superior Leadership. If you want to understand yourself and others better so you can lead and influence more effectively, join us for Increasing Your Emotional Intelligence. Remember, nothing accelerates growth like setting and pursuing a big goal!

Filed Under: Emotional Intelligence, Influence, Leadership

April 10, 2019 by Klassen Performance Group

Transitioning with Purpose – Introduction

Transitioning with Purpose

Transitioning With Purpose Series
Introduction to Transitioning With Purpose
Part 1 – Clearly Define Your Purpose
Part 2 – Cultivate Optimism
Part 3 – Strategically Build Relationships

Transitioning With Purpose

Personal and professional transitions often fail because people haven’t, or don’t take time to, prepare for success. There are many reasons for this, including:

  • They may have a general idea of what they want to transition into, but not a specific plan for it.
  • They may lack awareness of how certain personality characteristics impact how they navigate transitions.
  • They overlook the importance of building a network and it becomes and afterthought; they don’t understand it’s value until they need something and realize that their “go-to person” is part of the old world, not the new world.

Professional transitions are critical times when small differences in your actions will have disproportionate impacts on results. It is a time when people are most vulnerable because they don’t completely understand the challenges they face, and haven’t developed the relationships they will need to succeed. All too often the first weeks are unstructured, as opposed to days with specific outcomes in mind. Good people can fail before they get started because of critical errors made due to a lack of planning.

We face similar challenges during personal transitions whether we’re transitioning into retirement, expanding our family, adjusting to an unexpected event, or perhaps moving across the state or even country. People waste a lot of time and experience a lot more stress when they fail to plan adequately for transitions.

Whether it’s a personal or professional transition, three things you can do to help ensure success are: Clearly define your purpose, cultivate optimism, and strategically build relationships.

Clearly Define Your Purpose

A clearly defined purpose is critical during transitions because the purpose is the lens through which you’ll interpret all events and make decisions. A clear purpose reflects your reason for being. Some people have an overall life purpose, but you can also define a purpose specific to the new chapter you’re beginning that will help ensure that you focus on what is important to you and accomplish what you want to achieve.
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Cultivate Optimism

Optimism is the tendency to focus on the positive aspects of situations and people, see opportunity where others may not, and generally expect positive outcomes. Optimism doesn’t mean ignoring the negative; it means accepting bad things when they happen and finding ways to move forward. During transitions, optimism helps to protect against stress and the illness that can accompany it. It also facilitates problem-solving and serves as a catalyst for taking action and moving more quickly through transitions to establishing a rewarding new chapter.
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Strategically Build Relationships

Nobody does it alone. To succeed in anything, we need the help and support of others. A new role at work may mean leaving well-established working and mentoring relationships and finding you now have neither. A personal transition may mean leaving close friends behind and moving somewhere where you don’t know anyone. Whether personal or professional, the challenge during a transition is to proactively build the relationships you will need to succeed by asking yourself, “Who do I need to know to achieve my purpose?”
Learn More

Are you in the midst of, or about to begin a transition in your personal or professional life? Read through the posts in this series for insight on things you can do you can successfully navigate transitions.

Filed Under: Leadership

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