[{"data":1,"prerenderedAt":528},["ShallowReactive",2],{"document-worksheet-extraordinary-habits-D13148":3},{"document":4,"label":23,"preview":11,"thumb":24,"thumb600":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":38,"customDescModule":181,"customdescription":6,"mdFm":182,"mdProseHtml":527},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"EXTRAORDINARY HABITS WORKSHEET HOW HEALTHY HABITS CREATE HIGH FLYING SUCCESS _________________________________________________________________________ Your success lives and dies by your habits. Your positive habits propel you forward without effort. Your negative habits act as an anchor and keep you stuck in your current situation. 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Frequency: When needed Procedure: Outline employee work history. Document performance issues. Develop an action plan. Review the performance improvement plan (PIP). Set up meeting with the employee. Explain areas for improvement and plan of action. Supervisor and employee should sign the PIP form. Establish regular follow-up meetings. PIP Conclusion. Definition/Explanation: Performance improvement plan: Process used when an employee has not carried out work to satisfactory standard. Usually undertaken by supervisor with the assistance of his own superior or HR professional","How to Create a Performance Improvement Plan","2","https://templates.business-in-a-box.com/imgs/1000px/how-to-create-a-performance-improvement-plan-D12564.png","https://templates.business-in-a-box.com/imgs/250px/12564.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12564.xml",{"title":96,"description":6},"how to create a performance improvement plan",[98,101],{"label":99,"url":100},"Business Plan Kit","business-plan-kit",{"label":102,"url":103},"Business Procedures","business-procedures","/template/how-to-create-a-performance-improvement-plan-D12564",{"description":106,"descriptionCustom":6,"label":107,"pages":108,"size":9,"extension":10,"preview":109,"thumb":110,"svgFrame":111,"seoMetadata":112,"parents":114,"keywords":113,"url":119},"Leadership Development Plan [Your Company Name] Address City Postal Code Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Contents Table of Contents 2 1. Leadership Profile 3 1.1 Personal and Professional Background 3 1.2 Self-Assessment 3 2. Leadership Vision and Goals 4 2.1 Short-term Leadership Goals (1 year) 4 2.2 Long-term Leadership Vision (3-5 years) 4 3. Development Objectives and Action Plan 5 3.1 Development Objective 5 3.2 Implementation Strategy 6 3.3 Feedback and Support System 6 4. Evaluating Progress and Navigating Change 7 4.1 Progress Review and Adjustments 7 5. Commitment 8 1. Leadership Profile 1.1 Personal and Professional Background Name: Current Position and Department: Years in Leadership Role: Key Responsibilities: Career Aspirations: Date: 1.2 Self-Assessment Leadership Strengths: Detail your core leadership strengths with examples. Areas for Improvement: Identify specific areas where leadership skills can be enhanced. Personal Leadership Style: Evaluate your leadership style, including its impact on team dynamics and performance. Feedback Summary: Summarize recent feedback received from peers, subordinates, and superiors. 2. Leadership Vision and Goals 2.1 Short-term Leadership Goals (1 year) Include specific, measurable, achievable, relevant, and time-bound (SMART) goals. 2.2 Long-term Leadership Vision (3-5 years) Describe where you see yourself as a leader in the future, including the impact you wish to have. 3. Development Objectives and Action Plan For each identified area for development, create a detailed action plan: 3.1 Development Objective Specific Skills/Competencies to Develop: Learning Activities: ","Leadership Development Plan","8","https://templates.business-in-a-box.com/imgs/1000px/leadership-development-plan-D13997.png","https://templates.business-in-a-box.com/imgs/250px/13997.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13997.xml",{"title":113,"description":6},"leadership development plan",[115,118],{"label":116,"url":117},"Legal Agreements","business-legal-agreements",{"label":116,"url":117},"/template/leadership-development-plan-D13997",{"description":121,"descriptionCustom":6,"label":122,"pages":123,"size":9,"extension":10,"preview":124,"thumb":125,"svgFrame":126,"seoMetadata":127,"parents":129,"keywords":128,"url":132},"Employee Performance Review Standard Operating Procedure Department: Human Resources Purpose: Before doing the performance review, it's important that managers have already set up goals to their employees. Indeed, performance reviews are valuable for both the employee and the employer. It's a chance for managers to give praise for exceptional work and guidance for any shortcomings. Managers and supervisors should take this opportunity to have an open discussion about the future of the company and the potential for employee growth. Frequency: Quarterly Procedure: Set up goals for employees. Share with the employee how your organization will assess performance. Prepare the meeting. Establish the purpose of the performance review meeting conversation. Be specific and transparent in the meeting. Review the relevant parts of the performance review form. Discuss ideas for development/action plan. Agree upon specific actions to be taken by each of you. Summarize the performance review meeting conversation. Definition/Explanation: Goal: It is imperative that the employee knows exactly what is expected of his or her performance. Your periodic discussions about performance need to focus on these significant portions of the employee's job.","How to Review Employee Performance","3","https://templates.business-in-a-box.com/imgs/1000px/how-to-review-employee-performance-D12595.png","https://templates.business-in-a-box.com/imgs/250px/12595.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12595.xml",{"title":128,"description":6},"how to review employee performance",[130,131],{"label":99,"url":100},{"label":102,"url":103},"/template/how-to-review-employee-performance-D12595",{"description":134,"descriptionCustom":6,"label":135,"pages":136,"size":137,"extension":10,"preview":138,"thumb":139,"svgFrame":140,"seoMetadata":141,"parents":142,"keywords":149,"url":150},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[143,145,148],{"label":33,"url":144},"human-resources",{"label":146,"url":147},"Hire an Employee","hire-employee",{"label":116,"url":117},"employment agreement executive","/template/employment-agreement-executive-D543",{"description":152,"descriptionCustom":6,"label":153,"pages":154,"size":9,"extension":10,"preview":155,"thumb":156,"svgFrame":157,"seoMetadata":158,"parents":160,"keywords":159,"url":164},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":159,"description":6},"employment agreement_at will employee",[161,162,163],{"label":33,"url":144},{"label":146,"url":147},{"label":116,"url":117},"/template/employment-agreement_at-will-employee-D541",{"description":166,"descriptionCustom":6,"label":167,"pages":168,"size":169,"extension":10,"preview":170,"thumb":171,"svgFrame":172,"seoMetadata":173,"parents":174,"keywords":179,"url":180},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[175,176],{"label":33,"url":144},{"label":177,"url":178},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",false,{"seo":183,"reviewer":196,"legal_disclaimer":200,"quick_facts":201,"at_a_glance":203,"personas":207,"variants":232,"glossary":261,"clauses":292,"how_to_fill":342,"common_mistakes":383,"faqs":408,"industries":436,"comparisons":460,"diy_vs_lawyer":473,"jurisdictions":486,"related_template_ids_curated":507,"schema":516,"classification":517},{"meta_title":184,"meta_description":185,"primary_keyword":186,"secondary_keywords":187},"Worksheet Extraordinary Habits Template (Free Word)","Free Worksheet Extraordinary Habits template to identify, document, and commit to high-performance daily practices. Used in 190+ countries. Free Word and PDF download.","worksheet extraordinary habits template",[188,189,190,191,192,193,194,195],"extraordinary habits worksheet","habits worksheet template word","high performance habits worksheet","daily habits tracking worksheet","productivity habits worksheet","habit formation worksheet template","personal development worksheet template","free habits worksheet download",{"name":197,"credential":198,"reviewed_date":199},"Bruno Goulet","CEO, Business in a Box","2026-05-02",true,{"difficulty":202,"legal_review_recommended":200,"signature_required":200,"notarization_required":181},"medium",{"what_it_is":204,"when_you_need_it":205,"whats_inside":206},"The Worksheet Extraordinary Habits is a structured personal and professional development document that guides individuals and teams through identifying, committing to, and tracking high-impact daily practices. This free Word download lets you define target behaviors, set measurable benchmarks, assign accountability, and record progress — all in one signed, dated record you can export as PDF and revisit in regular reviews.\n","Use it when onboarding new employees into a performance culture, launching a personal improvement initiative, or aligning a leadership team around shared behavioral standards. It is also valuable at the start of a new fiscal year, following a performance review, or when an individual has committed to a formal coaching or mentorship program.\n","The worksheet covers the individual's current-state assessment, targeted extraordinary habits with specific descriptions and rationales, measurable success criteria and review cadence, accountability partner or manager sign-off, commitment statement, and a progress log for tracking adherence over time.\n",[208,212,216,220,224,228],{"title":209,"use_case":210,"icon_asset_id":211},"Business coaches and mentors","Documenting agreed habit commitments with clients before a coaching engagement begins","persona-coach",{"title":213,"use_case":214,"icon_asset_id":215},"HR managers and people teams","Formalizing behavioral expectations as part of a performance improvement or onboarding program","persona-hr-manager",{"title":217,"use_case":218,"icon_asset_id":219},"Small business owners","Holding themselves and key team members accountable to high-performance daily routines","persona-small-business-owner",{"title":221,"use_case":222,"icon_asset_id":223},"Individual contributors and professionals","Creating a personal signed commitment to specific behaviors that support career advancement","persona-freelancer",{"title":225,"use_case":226,"icon_asset_id":227},"Leadership development facilitators","Capturing participant habit commitments at the close of a workshop or training program","persona-operations-director",{"title":229,"use_case":230,"icon_asset_id":231},"Executive coaches","Establishing a documented baseline of executive habits at the start of a C-suite engagement","persona-ceo",[233,237,241,245,249,253,257],{"situation":234,"recommended_template":235,"slug":236},"Tracking habits for an individual employee as part of a performance plan","Performance Improvement Plan","how-to-create-a-performance-improvement-plan-D12564",{"situation":238,"recommended_template":239,"slug":240},"Establishing behavioral goals at the start of a new quarter or year","Personal Development Plan","leadership-development-plan-D13997",{"situation":242,"recommended_template":243,"slug":244},"Documenting agreed behaviors between a coach and a client","Coaching Agreement","coaching-agreement-D13221",{"situation":246,"recommended_template":247,"slug":248},"Building team-wide habits as part of a culture initiative","Team Charter","team-charter-D13479",{"situation":250,"recommended_template":251,"slug":252},"Tracking measurable KPIs alongside behavioral habits","Employee Performance Review","how-to-review-employee-performance-D12595",{"situation":254,"recommended_template":255,"slug":256},"Committing to habits as part of an executive onboarding process","Executive Employment Agreement","employment-agreement-executive-D543",{"situation":258,"recommended_template":259,"slug":260},"Logging daily habit adherence in a recurring structured format","Daily Planner Template","daily-planner-D12738",[262,265,268,271,274,277,280,283,286,289],{"term":263,"definition":264},"Extraordinary Habit","A specific, intentional daily or weekly behavior that meaningfully elevates personal or professional performance beyond baseline expectations.",{"term":266,"definition":267},"Accountability Partner","A designated individual — manager, peer, or coach — who reviews progress against committed habits and provides feedback at agreed intervals.",{"term":269,"definition":270},"Baseline Assessment","A documented snapshot of current behaviors and performance levels used as the starting point against which habit progress is measured.",{"term":272,"definition":273},"Success Criteria","Specific, measurable indicators that define what consistent adherence to a habit looks like — for example, completing a task five out of seven days per week.",{"term":275,"definition":276},"Review Cadence","The agreed frequency — weekly, biweekly, or monthly — at which the individual and their accountability partner assess habit adherence and outcomes.",{"term":278,"definition":279},"Commitment Statement","A signed declaration by the individual affirming their intent to practice the listed habits consistently over a defined period.",{"term":281,"definition":282},"Progress Log","A dated record within the worksheet capturing self-reported adherence, observations, and adjustments made to each habit over time.",{"term":284,"definition":285},"Keystone Habit","A single high-leverage behavior whose consistent practice tends to trigger positive change across multiple other areas of performance.",{"term":287,"definition":288},"Habit Stacking","A technique for embedding a new habit by attaching it to an existing one — for example, reviewing goals immediately after a morning standup meeting.",{"term":290,"definition":291},"Behavioral Commitment Device","A formal, often written, mechanism — such as a signed worksheet — that binds an individual to a course of action and raises the social and professional cost of non-adherence.",[293,298,303,308,313,318,323,328,332,337],{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Parties and Identification","Names the individual completing the worksheet and, where applicable, the accountability partner, coach, or manager witnessing the commitment.","This Worksheet is completed by [FULL NAME] ('Individual'), [TITLE], [DEPARTMENT / ORGANIZATION], and acknowledged by [ACCOUNTABILITY PARTNER NAME], [TITLE], on [DATE].","Omitting the accountability partner's name and role. Without a named witness, the document has no social enforcement mechanism and is treated as a private note rather than a formal commitment.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Current-State Assessment","Documents the individual's honest self-evaluation of their present habits, strengths, and specific behavioral gaps they intend to address.","Current daily routine: [DESCRIPTION]. Key gap identified: [SPECIFIC BEHAVIOR OR PATTERN]. Impact of gap on performance: [DESCRIPTION OF CONSEQUENCE OR OPPORTUNITY].","Writing aspirational descriptions instead of honest current-state observations. Inflated baselines make progress unmeasurable and undermine the credibility of the entire exercise.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Identified Extraordinary Habits","Lists each target habit with a specific description, the rationale for selecting it, and the frequency or context in which it will be practiced.","Habit 1: [HABIT NAME] — [SPECIFIC DESCRIPTION OF BEHAVIOR]. Rationale: [WHY THIS HABIT SUPPORTS THE INDIVIDUAL'S GOALS]. Frequency: [DAILY / X TIMES PER WEEK / EVERY MORNING BEFORE 9 AM].","Listing vague habits like 'be more proactive' without a concrete behavioral definition. Undefined habits cannot be tracked, measured, or meaningfully reviewed.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Measurable Success Criteria","Defines exactly what consistent practice looks like for each habit, expressed in observable and quantifiable terms.","Success for Habit [X] is defined as: [SPECIFIC MEASURABLE OUTCOME] achieved at least [X out of Y days / X times per week] over the [REVIEW PERIOD].","Setting success criteria at 100% adherence for new habits. All-or-nothing criteria trigger early abandonment — a threshold of 80% is more realistic and produces better long-term adherence.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Accountability Structure","Describes who the accountability partner is, what their role entails, and how and when they will check in on the individual's progress.","Accountability Partner: [NAME], [TITLE]. Check-in method: [WEEKLY 15-MINUTE MEETING / EMAIL SUMMARY / SHARED PROGRESS LOG]. First review date: [DATE]. Subsequent reviews: [EVERY [X] WEEKS / MONTHS].","Naming an accountability partner without specifying the check-in method and frequency. Undefined accountability structures are abandoned within the first two to three weeks.",{"name":319,"plain_english":320,"sample_language":321,"common_mistake":322},"Obstacles and Mitigation Plan","Asks the individual to anticipate the most likely barriers to habit adherence and document a specific plan for each.","Anticipated obstacle: [DESCRIPTION]. Mitigation strategy: [SPECIFIC ACTION THE INDIVIDUAL WILL TAKE IF THIS OBSTACLE ARISES]. Trigger: [IF / WHEN CONDITION].","Skipping this section entirely. Individuals who do not pre-commit to obstacle responses are two to three times more likely to abandon new habits when the first disruption occurs.",{"name":324,"plain_english":325,"sample_language":326,"common_mistake":327},"Commitment Statement and Duration","A formal declaration by the individual committing to practice the listed habits for a defined period — typically 30, 60, or 90 days — before a structured reassessment.","I, [FULL NAME], commit to practicing the habits described in this worksheet consistently from [START DATE] through [END DATE] — a period of [X] days — and to engaging honestly in all scheduled accountability reviews.","Using open-ended commitment language with no defined end date. Without a time boundary, there is no trigger for review, and the worksheet becomes a document people forget rather than revisit.",{"name":281,"plain_english":329,"sample_language":330,"common_mistake":331},"A dated table or journal section where the individual records daily or weekly adherence, observations, and any adjustments made to the habit practice.","Date: [DATE] | Habit [X] adherence: [YES / NO / PARTIAL] | Notes: [WHAT WORKED, WHAT DIDN'T, ADJUSTMENT MADE].","Leaving the progress log blank and relying on memory at review time. Retrospective self-reporting at check-ins is systematically overoptimistic — real-time logging produces more accurate and actionable data.",{"name":333,"plain_english":334,"sample_language":335,"common_mistake":336},"Review and Renewal Clause","Specifies that at the end of the commitment period both parties will conduct a formal review, assess outcomes, and decide whether to renew, modify, or close the habit commitment.","At the conclusion of the [X]-day commitment period on [END DATE], Individual and Accountability Partner will conduct a structured review to assess adherence, outcomes, and any revisions. A revised worksheet will be completed if the commitment is renewed.","Treating the end of the commitment period as the end of the process. Without a formal renewal step, high-performing habits revert within weeks of the commitment lapsing.",{"name":338,"plain_english":339,"sample_language":340,"common_mistake":341},"Signatures and Date","Captures the dated signatures of the individual and their accountability partner or manager, formalizing the commitment and activating the accountability structure.","Individual: [SIGNATURE] | [PRINTED NAME] | [DATE]. Accountability Partner / Manager: [SIGNATURE] | [PRINTED NAME] | [TITLE] | [DATE].","Dating the signatures days or weeks after the stated start date. A signature mismatch undermines the document's credibility and creates ambiguity about when the commitment actually began.",[343,348,353,358,363,368,373,378],{"step":344,"title":345,"description":346,"tip":347},1,"Enter the individual's and accountability partner's details","Fill in full legal names, titles, department or organization, and the date the worksheet is being completed. If used in a coaching context, include the coach's name and the engagement reference.","Use the same name format as appears on the individual's employment records or coaching agreement to ensure the documents can be cross-referenced.",{"step":349,"title":350,"description":351,"tip":352},2,"Complete the current-state assessment honestly","Describe current daily routines and identify the specific behavioral gaps this worksheet is meant to address. Write in concrete, observable terms — not aspirational language.","Ask: 'If someone followed me for a week, what would they see me doing and not doing?' That behavioral lens produces a far more useful baseline than self-reported values.",{"step":354,"title":355,"description":356,"tip":357},3,"Select two to five extraordinary habits","Choose habits that are specific, behavioral, and directly linked to a measurable performance outcome. For each habit, write a one-sentence description and a one-sentence rationale.","Start with no more than three habits for the first 30-day cycle. Adding more than five at once dramatically reduces adherence rates for all of them.",{"step":359,"title":360,"description":361,"tip":362},4,"Define success criteria for each habit","Express what consistent practice looks like in observable, countable terms — days per week, minutes per session, or a specific output produced. Set a realistic adherence threshold, typically 75–85%.","Avoid binary success definitions. A habit practiced six out of seven days is a success, not a failure — and binary framing causes people to quit after missing one day.",{"step":364,"title":365,"description":366,"tip":367},5,"Name the accountability partner and set the check-in schedule","Write the accountability partner's name and role, the check-in method (meeting, email, or shared log), and the specific dates of the first three check-ins.","Put all three check-in dates in both parties' calendars before signing. Accountability structures that rely on ad-hoc scheduling deteriorate within the first two weeks.",{"step":369,"title":370,"description":371,"tip":372},6,"Document anticipated obstacles and responses","For each habit, list the most likely obstacle to adherence and write a specific if-then response plan: 'If [obstacle], then I will [specific action].'","Research on implementation intentions shows that pre-committed if-then plans increase follow-through by up to 300% compared to intention-only commitments.",{"step":374,"title":375,"description":376,"tip":377},7,"Sign and date before the start date","Both the individual and the accountability partner sign and date the worksheet on or before the stated start date. Post-start signatures weaken the commitment's social and psychological force.","Treat the signing as a brief ceremonial moment — reading the commitment statement aloud before signing significantly increases perceived obligation.",{"step":379,"title":380,"description":381,"tip":382},8,"Update the progress log in real time","Record adherence daily or at minimum weekly. Note what worked, what didn't, and any adjustments made. Use the log as the primary input for accountability check-ins rather than relying on recall.","A two-minute end-of-day entry is sufficient. The habit of logging is itself an extraordinary habit worth tracking.",[384,388,392,396,400,404],{"mistake":385,"why_it_matters":386,"fix":387},"Selecting vague or unmeasurable habits","Habits like 'be more focused' or 'improve communication' cannot be tracked, reviewed, or meaningfully evaluated at check-ins — making the entire worksheet unactionable.","Rewrite each habit as a specific behavior: 'Complete one 45-minute deep-work block before checking email each morning' is trackable; 'be more focused' is not.",{"mistake":389,"why_it_matters":390,"fix":391},"Skipping the obstacles and mitigation section","Without pre-committed responses to predictable disruptions — travel, heavy workload weeks, illness — habit adherence collapses at the first obstacle encountered.","For each habit, write at least one if-then plan before signing. This takes five minutes and more than doubles follow-through rates.",{"mistake":393,"why_it_matters":394,"fix":395},"Setting an open-ended commitment with no end date","Without a defined review date, there is no trigger to assess progress, renew the commitment, or adjust habits that are not working — and the worksheet is quietly abandoned.","Always specify a start date, an end date, and the scheduled review meeting in the commitment statement before signing.",{"mistake":397,"why_it_matters":398,"fix":399},"Naming an accountability partner without defining their role","A named partner who does not know what is expected of them provides no meaningful accountability — the social enforcement mechanism the document depends on never activates.","Before signing, brief the accountability partner on the check-in format, frequency, and what a useful check-in conversation looks like. Attach the schedule to the signed worksheet.",{"mistake":401,"why_it_matters":402,"fix":403},"Committing to more than five habits simultaneously","Behavioral research consistently shows that willpower and attention are finite — committing to six or more new habits at once reduces adherence across all of them to near zero within three weeks.","Limit the first cycle to two or three habits. Add more only after the initial habits are demonstrated as stable over a full 30-day period.",{"mistake":405,"why_it_matters":406,"fix":407},"Treating the worksheet as a one-time exercise rather than a living document","Without a formal renewal review, high-performing habits revert to baseline behavior within four to six weeks of the commitment period ending.","Schedule the renewal review in both parties' calendars at the time of signing. The review should result in either a revised worksheet or a documented decision to close the habit program.",[409,412,415,418,421,424,427,430,433],{"question":410,"answer":411},"What is a Worksheet Extraordinary Habits?","A Worksheet Extraordinary Habits is a structured personal and professional development document that guides an individual through identifying, committing to, and tracking specific high-impact behaviors — called extraordinary habits — over a defined period. It typically includes a current-state assessment, habit definitions with measurable success criteria, an accountability structure with a named partner, an obstacle-mitigation plan, a signed commitment statement, and a progress log. The signed format transforms a personal goal into a documented commitment with social and professional accountability.\n",{"question":413,"answer":414},"Why does a habits worksheet need to be signed?","A signature converts a private aspiration into a formal commitment with an identifiable witness. Behavioral research consistently shows that written, signed commitments produce significantly higher follow-through rates than verbal or mental intentions. When the worksheet is signed by both the individual and an accountability partner — such as a manager, coach, or peer — the social cost of non-adherence increases, further strengthening compliance. In coaching and HR contexts, a signed worksheet also creates a documented record that can be referenced in performance reviews or coaching session notes.\n",{"question":416,"answer":417},"How many habits should I include in the worksheet?","For a first 30-day cycle, two to three habits is the most effective range. Adding more than five habits at once dramatically reduces adherence across all of them — willpower and behavioral bandwidth are finite resources. Start with the two or three habits that will have the greatest leverage on your performance goals. Once those habits are demonstrated as stable over at least one full 30-day cycle, you can introduce additional habits in the next renewal worksheet.\n",{"question":419,"answer":420},"What is the difference between this worksheet and a performance improvement plan?","A Performance Improvement Plan (PIP) is a formal HR document typically issued when an employee's performance has fallen below acceptable standards — it carries disciplinary implications and is often a precursor to termination. A Worksheet Extraordinary Habits is a proactive, aspirational document focused on elevating already-adequate performance to exceptional levels. It is used by choice, not as a corrective measure, and is equally applicable to high-performers, coaches, and business owners outside any employment context.\n",{"question":422,"answer":423},"How long should the commitment period be?","Thirty days is the minimum effective period for a habit commitment worksheet — shorter cycles do not provide enough repetitions for a behavior to begin stabilizing. Sixty days is the most common choice for professional development contexts, as it allows one mid-point check-in and a final review within a single quarter. Ninety-day cycles align well with fiscal quarter planning and are appropriate for complex habits requiring sustained effort. Avoid open-ended commitments with no defined end date — they are reliably abandoned.\n",{"question":425,"answer":426},"Who should serve as an accountability partner?","The accountability partner should be someone with regular professional contact with the individual — a direct manager, a peer in a similar role, or a professional coach. They do not need to share the same habits; their role is to conduct structured check-ins, review the progress log, and provide honest feedback on adherence and outcomes. In a coaching engagement, the coach typically serves as the accountability partner. In a corporate context, a direct manager or HR business partner is most appropriate.\n",{"question":428,"answer":429},"Can this worksheet be used for team-level habit commitments?","Yes. The worksheet can be adapted for a team by having each member complete an individual worksheet and then sharing commitments in a group session. This creates collective accountability and makes team-wide behavioral norms visible. For team use, it is worth identifying one or two shared keystone habits that all members commit to, in addition to individual habits, to build a common behavioral baseline.\n",{"question":431,"answer":432},"How does this worksheet support a coaching engagement?","In a coaching context, the Worksheet Extraordinary Habits serves as the behavioral contract underlying the engagement. It captures the agreed habits at the outset, provides a shared reference point for every coaching session, and creates a documented record of progress over time. Coaches often use the worksheet to open each session — reviewing the progress log, discussing adherence, and adjusting habits as the individual develops. At the end of the engagement, the completed worksheets form a tangible record of behavioral change.\n",{"question":434,"answer":435},"What makes a habit 'extraordinary' versus simply a good habit?","An extraordinary habit is not just beneficial — it is specifically targeted at a high-leverage gap between the individual's current performance and their potential. A good habit might be drinking enough water; an extraordinary habit might be spending the first 30 minutes of every workday on the single most strategically important task before opening email. The distinction is intentionality and leverage: an extraordinary habit is chosen because its consistent practice is expected to produce a disproportionate improvement in a measurable outcome.\n",[437,441,445,449,453,456],{"industry":438,"icon_asset_id":439,"specifics":440},"Professional Services","industry-professional-services","Used by consulting and advisory firms to formalize client-facing behavior standards, proposal response habits, and client relationship practices for consultants and account managers.",{"industry":442,"icon_asset_id":443,"specifics":444},"Financial Services","industry-fintech","Applied by wealth managers, advisors, and brokers to document client outreach habits, market research routines, and compliance-related behavioral commitments in a signed record.",{"industry":446,"icon_asset_id":447,"specifics":448},"Healthcare","industry-healthtech","Used in clinical leadership development programs to formalize documentation habits, patient communication standards, and continuing education practices for physicians and care coordinators.",{"industry":450,"icon_asset_id":451,"specifics":452},"Technology / SaaS","industry-saas","Adopted by engineering and product teams to commit to code review cadence, documentation habits, and technical debt reduction practices as part of agile team culture initiatives.",{"industry":454,"icon_asset_id":439,"specifics":455},"Education and Coaching","Central to executive education and coaching programs where participants sign individual habit commitments at the close of workshops and track adherence between sessions.",{"industry":457,"icon_asset_id":458,"specifics":459},"Retail and Hospitality","industry-retail","Used by store and operations managers to formalize team leadership habits — daily floor walks, shift briefings, and customer feedback reviews — as part of a management development program.",[461,464,467,470],{"vs":235,"vs_template_id":462,"summary":463},"performance-improvement-plan-D725","A Performance Improvement Plan is a corrective HR document issued when an employee's performance has dropped below acceptable standards, typically with disciplinary implications. A Worksheet Extraordinary Habits is a proactive, aspirational tool used by choice to elevate high-performing individuals further. The PIP addresses a deficit; the habits worksheet pursues excellence.",{"vs":239,"vs_template_id":465,"summary":466},"personal-development-plan-D13107","A Personal Development Plan maps longer-term career goals, skill gaps, and learning activities over a 12-month or multi-year horizon. A Worksheet Extraordinary Habits focuses on specific daily or weekly behaviors over a 30–90 day cycle with a signed commitment and accountability structure. The PDP sets direction; the habits worksheet drives execution.",{"vs":251,"vs_template_id":468,"summary":469},"employee-performance-review-D726","An Employee Performance Review is a retrospective assessment of what has already been achieved, scored against predefined KPIs or competency frameworks. A Worksheet Extraordinary Habits is a forward-looking commitment document focused on the specific behaviors that will drive future performance. The review measures outcomes; the worksheet commits to the inputs.",{"vs":243,"vs_template_id":471,"summary":472},"","A Coaching Agreement defines the terms, scope, fees, and confidentiality of a professional coaching engagement between coach and client. A Worksheet Extraordinary Habits is a working document produced within that engagement, capturing the specific behavioral commitments the client undertakes. The coaching agreement governs the relationship; the habits worksheet governs the work.",{"use_template":474,"template_plus_review":478,"custom_drafted":482},{"best_for":475,"cost":476,"time":477},"Individuals, coaches, and HR teams creating personal or professional development commitments in a standard employment or coaching context","Free","20–40 minutes",{"best_for":479,"cost":480,"time":481},"Organizations embedding the worksheet into formal performance management frameworks or coaching programs with contractual obligations","$150–$400 for an HR consultant or employment lawyer review","1–2 days",{"best_for":483,"cost":484,"time":485},"Enterprises integrating the worksheet into a legally binding performance agreement, executive coaching contract, or regulated professional development program","$500–$2,000+","3–7 days",[487,492,497,502],{"code":488,"name":489,"flag_asset_id":490,"note":491},"us","United States","flag-us","In the US, a signed Worksheet Extraordinary Habits is generally treated as a non-binding commitment document rather than an enforceable contract, unless it is incorporated by reference into an employment agreement or coaching contract. If used as part of a Performance Improvement Plan process, employers should consult employment counsel to ensure the worksheet does not inadvertently create contractual expectations around continued employment. State-level at-will employment doctrine means the worksheet alone does not create tenure or performance guarantees.",{"code":493,"name":494,"flag_asset_id":495,"note":496},"ca","Canada","flag-ca","In Canada, a signed habit commitment worksheet may be referenced in employment disputes as evidence of agreed performance expectations, particularly in Ontario and British Columbia where courts examine the totality of the employment relationship. When the worksheet is used in a performance management context, employers should ensure it does not constitute an implicit amendment to the employment contract without fresh consideration. Quebec employers using the worksheet in French-language workplaces must ensure the document is available in French under the Charter of the French Language.",{"code":498,"name":499,"flag_asset_id":500,"note":501},"uk","United Kingdom","flag-uk","Under UK employment law, a signed habits worksheet used in a professional development context does not typically constitute a contractual variation. However, if the worksheet forms part of a documented performance management process, it may be considered as evidence in an unfair dismissal claim before an Employment Tribunal. Employers should retain signed copies and ensure the worksheet's purpose is clearly framed as developmental rather than disciplinary to avoid confusion with formal capability procedures.",{"code":503,"name":504,"flag_asset_id":505,"note":506},"eu","European Union","flag-eu","EU member states with strong employee protection frameworks — including France, Germany, and the Netherlands — may treat documented behavioral commitments as evidence of agreed working conditions. GDPR applies to the personal data contained in the worksheet, including self-assessments and performance observations; employers must ensure that completed worksheets are stored securely, access is limited, and retention periods are defined in the company's data processing policy. In coaching contexts outside employment, GDPR obligations apply to the coach as a data controller.",[236,240,252,256,508,509,510,511,512,513,514,515],"employment-agreement_at-will-employee-D541","employee-handbook-D712","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","job-offer-letter-long-D12769","fixed-term-contract-D13225","remote-work-agreement-D13282","temporary-employment-contract-D12734",{"emit_how_to":200,"emit_defined_term":200},{"primary_folder":144,"secondary_folder":518,"document_type":519,"industry":520,"business_stage":521,"tags":522,"confidence":526},"performance-management","worksheet","general","all-stages",[518,523,524,525],"habit-tracking","personal-development","team-engagement",0.85,"\u003Ch2>What is a Worksheet Extraordinary Habits?\u003C/h2>\n\u003Cp>A \u003Cstrong>Worksheet Extraordinary Habits\u003C/strong> is a structured personal and professional development document that guides an individual through identifying, committing to, and tracking specific high-impact behaviors — called extraordinary habits — over a defined period of 30, 60, or 90 days. Unlike a general goal-setting form, this worksheet creates a formal, signed behavioral commitment backed by a named accountability partner, measurable success criteria, and a real-time progress log. It functions as both a planning tool and a performance record, making the gap between current behavior and extraordinary performance visible, actionable, and reviewable.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written, signed commitment, behavioral intentions — no matter how sincere — are routinely displaced by daily urgency within two to three weeks. The absence of defined success criteria makes it impossible to know whether a habit is being practiced well, and the absence of a named accountability partner removes the social enforcement mechanism that research consistently identifies as the single strongest predictor of habit follow-through. In organizational contexts, unsigned and undocumented habit commitments cannot be referenced in coaching sessions, performance reviews, or management check-ins, leaving both manager and employee without a shared baseline. This template closes all of those gaps: it defines the habits, sets measurable thresholds, names the accountability structure, captures the signed commitment, and provides a progress log that turns the worksheet from a one-time exercise into a living record of behavioral change. For coaches, HR teams, and individuals serious about high performance, it is the difference between a good intention and a documented commitment.\u003C/p>\n",1781185963603]