A major breakthrough in the measurement of performance & potential.

The Challenge


How to measure performance?

What gets measured, gets managed, but how to measure performance?  That includes the ‘soft’ stuff of people and culture, as well as the ‘hard’ stuff of targets and strategy-execution.

It is vital to bring objective analysis and external measurement to any questions of performance. However it is not easy. 

The ‘Holy Grail’


What about Performance Potential?

Any analysis of performance is incomplete if it only looks backward.  To really be useful it must address the potential for future performance, called Performance Potential, and show how to un-lock it.

However if measuring Performance is difficult, then measuring Potential is even more difficult still.  You could call it the ‘Holy Grail’ of Performance Management.

A World First:


Performance Potential – A Breakthrough

Pitstop Analytics™ is the first in the world to measure Performance Potential.

It scientifically determines the percentage of your organization/team’s full potential being exploited, called the P2P Metric™. 

But it does not just measure potential, it helps leaders and their teams to un-lock it too.

The Breakthrough:


A Global Inventory of Performance Losses & Gains

To measure and unlock Performance Potential we have build the world’s first global inventory of Performance Losses.

That is those factors that prevent organizations and teams from realizing their full potential.  These include the barriers to peak performance.

Why An Inventory?


There are many impediments to Performance

There is not just one cause of under-performance, or impediment to peak performance.   In fact there are almost 200 in the inventory – or 186 to be precise!

That is the number of Performance Losses identified by our research with leaders and teams in some of the world’s best organizations across 12 industries and 47 markets.

The Breakthrough:


 Global Inventory, Granular Analysis

While the inventory is global, Performance Losses vary depending on the business unit, manager or team. That makes the analysis more granular, more complex too.

For a business unit of 1000 executives, the potential performance losses could be up to 18,600 (i.e. 186 X 100).  So, when you examine performance potential in large organizations, BIG data is needed.