The Power Of The Boss’s Words On Attitude, Capability, and Effort 

They transform the three core metrics of performance of your team called ACE, Attitude, Capability and Effort.

Unfortunately, most managers who struggle with their teams don’t have a game plan on how to improve attitudes, increase capability or encourage commitment effort within their teams. If that sounds like your situation you then you are in the right place. I will show you how the best managers to turn it all around.


Every employee comes to their job with a career identity and reinforcing set of beliefs. When their work experience becomes out of sync with their self-perception or beliefs the employee’s mindset can slip into a poor attitude. Poor attitudes are usually a sign of one or more disempowering beliefs. What does your employee believe that is false of demotivating? This is what the best managers focus on.   Avoid debating your position. Make sure your disgruntled employee is heard and confirms that you understand their position. Reset your expectations in behavior going forward. A poor attitude is a virus that always infects other aspects of performance including capability and effort. It can also have a negative impact on other members of the team. Bottom-linea persistent trend of poor attitudes are usually a sign that the managers are not paying attention to the right things in the operation. The good news is once the attitude issue is turned around you can expect to see a more capable employee and a shift from mere compliance effort to a move towards commitment effort.


Capability is one of the most misunderstood factors of employee performance by managers. Capability is often considered a primary determinate in how well the strategy of a company performs but strategy is rarely the determining factor. Many managers think that once they grasp the right business strategy then the team’s ability to perform will improve. This is a major error in understanding peak performance. The truth is we rarely perform anywhere near our peak performance threshold regardless of strategy or capability if a key barrier is not removed.

The Peter principle that states most employees are promoted up to their level of incompetence. This widely accepted belief is a grossly misapplied concept. Most employees continue to grow up to their personal level of fear, anxiety or worry and not to their true capability. These three emotional states usually take over well before peak capability is ever reached with managers or their team. Only the most skilled leaders ever truly face the Peter Principle in practice.

Effort – 

Compliance Effort vs. Commitment Effort

Do you dream of a team that embraces commitment effort as the norm? If so, think about this.

Commitment Effort is a reflection of how your employees spend their discretionary time and energy. Are you satisfied with yours?

It is also a direct result of how there are led. Only employees who have adopted the concept of self-management execute their duties at the commitment level. I will show you how to make the shift to a self-management mindset. Those direct-reports who are self-managing are surrounded by an atmosphere of trust, integrity, and respect that radiates in all directions.

Unfortunately, most managers who struggle with their teams don’t have a game plan on how to fix the problem. It that is you then you are in the right place. I will show you how to turn it all around.