How To Improve Performance By Tapping Into Your Team’s Unique Ability

Personality DISC, DISC Profiling
A Cognition Global DISC Personality Style Reporting system helps to improve leadership style and employee performance

Quite often, our assessment of people’s behaviour and performance at work is based on perception. To a greater extent, perception which is mere guesswork is subjective and can be prone to error. In a work environment with people from diverse ethnic backgrounds, training and cultural connotation, it is important for business leaders to make effort to understand the key motivators of people they work with.

How can you delegate effectively if you do not know what your team is great at? How can you ensure that key members of your team are able to communicate effectively, collaborate, and achieve common goals if you do not understand each individual’s key motivator and assign appropriate roles to him or her?

Achieving high performance result is important for sustaining productivity and profits in any business or organisation. But to understand what drives high performance in a team framework is much more important, and DISC Personality Style Reporting system has proven to be a global tool for helping business leaders and chief executives to learn team’s behaviours and align them with appropriate roles within their organisations. Discover your team’s best ability and tap in their innate resources to enhance performance.

If you’d like to learn more about DISC and how you can improve engagement and performance in your organisation, contact the team at Cognition Global Concepts, a leading international firm in leadership and high performance team development.


3 Leadership Habits for Leading a High Performance Team

Leadership development, high performance team, Cognition Global Concepts

Few weeks ago, I wrote you about the three things, business executives do well to attract, nurture and retain best talents. I also share some tips about it is important to make talent acquisition a key strategic objective in your organisation. I hope you found them useful?

Today, I’ll be sharing another important aspect of developing a high performance team, which business owners and executives do not often take seriously.

As I said in my earlier post, the success of every business is tied directly to the quality of people such business attract and to work for them. This means that it is not sufficient to only attract good talents, successful business leaders take steps further to nurture and retain them.

In this post, I have listed summarised version of the 3 essential leadership development habits that are super useful for leading and managing a high performance team.

If you’d like to read the full version of this post and and perhaps share with your team, go here.

1. Nurture Vision and Core Values

Your vision and core values are essential for helping your team understand where you are headed. To not inform them means keeping them in the dark, which might mean for them to start looking out.

2. Adopt Knowledge-Worker perspective

A high-performingteam is a knowledge worker. Knowledge workers do things their own way and needs special leadership skill to manage. To manage them can be quite challenging for control-freak leaders, who are used to telling people what to do.

3. Demonstrate credibility

In Kouzes & Posner research that took 25 years and involving hundreds of thousand people in six continents, respondents voted to follow a leader who is credible. Credibility in order words means honesty and transparency. It therefore means that high performance people are looking for a leader who will tell them the truth and be able to do what they say they would.

In conclusion, it is important for business owners and corporate executives to recognize that in the present information age, high performance talents have so much information at their disposal that helps them become more effective. That said, they also have lots of choices part of which includes ability to choose where to go and be relevant.

To read this article in full, go here

“Nkem Paul is founder and President of Cognition Global Concepts Cambridge, an international firm that helps entrepreneurs and business organisations develop high performance leadership capabilities that grow businesses 10x.”

3 Fundamentals for Building a High Performance Team

High performance team, Leadership development

To build a high performance team is probably the number one success strategy for growing any profitable business. Regardless of sector, industry or location, high performance teambuilding will continue to play a key role in business growth many years to come. Unfortunately though, many entrepreneurs and business leaders do not quite understand this simple but powerful business principle.

  Read more

Five Qualities To Look Out For In A Good Talent

Talent Management System at Cognition Global Concepts.

Who is a great talent? What do talent managers and Human Capital Professionals look for when hiring or developing Great Talents?

In this blog, I’m going to let you in on whom I believe great talents are and why. After reading this article, you will be clear about the five key attributes in talent management for managing great talents in your organization.

During my days in active employment, I dreaded the phrase “great talent” – partly because the parameter for determining a good talent can be vaguely decided. A talent manager could put the worse employee up for promotion for selfish reasons while neglecting a talent with potentials for greatness.

In working as coach and trainer for successful entrepreneurs and organizations, every company I’ve worked with, every book I’ve read, every research I carried out point to the fact that talent can make or destroy an organization.

I also discovered that there are five key qualities that successful talent managers look for in an individual. There may be more but the following are the top ones in my opinion.


The Five Qualities of A Good Talent

1. Competence

For anyone to be considered talented, he or she has to be highly competent in an area that is valuable in the marketplace. They have to have the right skills and ability for what they do best, and possess the information that others are willing to pay for. Talented people are life-long learners; an attribute they leverage to constantly stay ahead of competition. They read good books, listen to CDs, DVDs and podcasts; and many of them have their own personal mentors that keep them accountable.


2. Character

It is possible to have one or two “smart people” in an organization, people that go beyond the extra mile to deliver greats results. But if these people are not completely trustworthy, he or she is a great risk and liability to the organization. Therefore, it is absolutely important for successful talent management that employees they hire and retain conduct themselves with complete integrity at all times. They must tell the truth and be transparent in all their dealings.


3. Collaboration

In the present information age, people need to be great collaborators to be able to handle the velocity of everyday data within and outside their organizations. Talented individuals work well with others in teams. They engage in knowledge sharing and are willing to swallow their pride to reach group goals and help others succeed.


4. Communication

Talented individuals are great communicators but not as you probably think. Excellent communication skill is not in oratory prowess, instead the ability to ask superior questions and listen to the answers. When great individuals communicate, they show curiosity, listen to every word, and look for the meaning and emotions behind the words.


5. Commitment

Commitment is important to success and talented people are driven by passion. They do not consider what they’re doing as work, instead as service or fulfillment of higher calling. They have a positive can-do attitude and are willing to go the extra mile regardless the challenge. They focus on absolute importance and discipline to achieve their goals.


Individuals, employees or leaders that must be considered as “talented” need to demonstrate the 5Cs above. It implies also that everyone do not need a Cambridge certificate to qualify, but whether you are a Janitor and Managing Director, talent managers can pick you as talented as long as you demonstrate the qualities above.

If you’d like to learn more about talent management or need help improving your employee’s performance, visit Cognition Global Concepts.


Nkem Paul is founder and CEO of Cognition Global Concepts. He specializes in helping entrepreneurs and corporate organizations to develop high performance capabilities and build self-sustaining enterprise that doubles productivity and revenue.

How Do You Make Decisions?

Everyday, you are faced with the challenge of making objective decisions to progress with your life or impact the lives of others positively. How do you ensure your decisions are right?

In The ART of Achievement and Fulfillment, Fundamental Principles to OVERCOME Obstacles and Turn Dreams Into Reality, you will find useful help and tools to make powerful decisions and achieve your goals. This self help book will empower you to overcome your fear of making decisions.

How To Stay Focused In The Midst of All The Distractions in Town?

Focus on your vision

It is no more story that the environment is now characterised with absolute distractions! If you’re not weighed down by news from television about crime, rape, robbery, kidnap, war or crisis in one part of the world or another, you’re probably bombarded with much more information than you can handle in less than a minutes from the internet, smartphones or mobile tablets. This trends seems unabated that unless you are careful, you’ll definitely by discouraged or give up.

But in the midst of all the daily distractions, some people are consistently making progress in life, business or career. The question I’ve always been asked by my clients, colleagues and friends is, “how do you keep focused in the midst of all these distractions?”

After helping many entrepreneurs and business leaders build successful businesses and career, I believe that the strategy for building successful businesses works for other areas of life including relationships, personal development or health and fitness.

Here are some of the key principles that could help you…

Define your compelling vision of where you want to be and stick with it. If you don’t know where you are going, everywhere you get to will look like the place to you. So in other to really be successful at whatever you want, you must first decide to be responsible for it, and develop the mental image of the end-result in my mind’s eye.

You’ve got to believe in yourself. Everything is created twice; one in the mind, followed by the physical creation. If you do not believe in your ability to achieve what you want, you can not create it in the physical.

You’ve got to stay with empowering people. Negative people or negative environments suck! As far as it is possible for you, stay away from the people that aren’t going anywhere. How do you know them? They have no vision, no goal of what they want to achieve in the next 12 months, no prioritised action plan for achieving what they want, or always focusing on past failures.

Read good (empowering) books like The ART of Achievement and Fulfillment. Learn from people, who have succeeded or succeeding at what you want.

Get yourself a Coach. Do you know any sportsman or woman that records multiple levels of success without a coach? The same is now true about life, business and career. If you want to record multiple levels of success in any area of your life, find a coach who can help you see what you’re not seeing.

I hope this helps.

Share your comments below or if you have any questions, shoot me an email at

Start and Grow Your Business With a Compelling Vision

Having a compelling crystal clear and extremely well communicated vision is without doubt the number 1 business growth strategy for building any successful organization irrespective of size, industry, or geography. Notwithstanding the enormous benefits organizations stand to gain from having vivid vision, the concept has been so overused, trivialized and misunderstood by many people hence the obvious confusion around the terminologies like Mission, Vision, and Values (MVV) statements.

Let me begin by clarifying this confusion, and take a step further to explain how to grow businesses with the principle of a compelling clear vision.

So then, what is Mission? What is Vision? And what are Values statements?

Mission Statement:
A Mission Statement is the description of what you or your organization is meant for. It captures the purpose and primary objectives for your being, living or establishment. In other words for an organization, a mission describes the solutions you are meant to provide to your employees, customers, communities around you, and the world at large through your products and services.
Every mission must answer three basic questions about:

1. Why do we exist?
2. Whom do we serve?
3. What value or benefit do we give to our stakeholders, communities and the world?

Vision Statement:
A Vision Statement describes where the organization wants to be (when it grows up), and the directions it would take to get there. Vision statements paint vivid image of how the future will look when the organization and its employees get there in such a way that everyone knows well in advance and recognizes it when they get there.
Vision is futuristic; it is the dream or image leaders have in the mind’s eye about what their organizations will be say 5 years, 10 years, or 20 years from today.

Values Statement:
Values Statements are different. They are the fundamental beliefs, behaviors, and commitments that organizations agree to abide by. Unlike mission and vision, values are not created; they evolve from the character and behaviors of both leaders and employees within the organization and are the codes of conduct by which the business is built.

For example, an organization’s values may be honesty, integrity, professional development, transparency, or customer satisfaction. These written codes define how each person within the organization behaves to one another in the course of executing their tasks. It is important to understand that while most organizations tolerate errors and mistakes that often occur in their day-to-day business execution processes by employees, any violation of one aspect of its values can be viewed very seriously by senior management as breach of a fundamental code of conduct, and can be severely punished.

How then can a clear vision lead to business growth?

May be you are still wondering how to grow a business and increase profitability by simply having clear compelling vision. Well, as I said earlier, vision is the inspiring picture of what transformational leaders and everyone else in their organization is working so hard to accomplish together. It is the reason they go to work everyday, the impact they want to make to their customers and the world.

Many businesses struggle because they lack clear vision, and those that have it fall down completely when it comes to what they do with it. True vision reflects the products and services you want to create for your customers. It defines the benefits you and your business will be remembered for, and also the strategies and various ways you can go about creating them.

Develop A Shared Vision

For your vision to be truly effective; it has to be shared with your people. Visions are shared when the ideas are clearly and consistently communicated for everyone to see and understand. The reason many leaders do not make significant positive impact in their organizations is because no one else sees the vision they see. When no one understands where you’re going, they will be unwilling to follow you, and a leader with no follower cannot grow any organization.

A Shared vision energizes teams and employees to perform with more enthusiasm and coordination. Nothing grows an organization faster than having inspired employees and teams who are moving in one coordinated direction to achieve common goals. This movement occurs only when leaders help their followers to see their own individual future in the mission, vision, and values of the organizations they work for.

No matter how compelling and clear your vision may be, if you do not over-communicate it to your world, it will never be achieved. Shared vision brings focus and holds the people accountable. It gives a sense of security and direction to employees who believe that their own future are fulfilled when they accomplish their company’s objectives.

So engaging your employees and teams regularly about the future of your organization (the Vision) will keep them constantly motivated and aligned with you and your objectives. This is a key leadership skills development you must acquire. You can achieve this by sending monthly email broadcasts, newsletters, or posting them on your websites; notice boards, or as screen savers on your company’s laptops and desktops.

Nkem Mpamah is CEO of Cognition Global Concepts, Cambridge. Nkem will help you grow your business, increase productivity & profit by at least 30% in year 1. He also works with teams to align their objectives with company’s missions, visions, & values to build a successful business.