Leveraging the latest insights from the fields of Social Psychology & Behavioral Economics to address the hidden complexities of performance.
The Psychology of Performance
There is a psychology to performance – that is to say attitudes and behaviors play an important role. So, too the dynamics within a group or team including its culture and norms.
That is why psychology is a key element of pitstop programs. The objective is new insight, new thinking and new movement.
Pitstop Performance Dynamics
An organization or team is a complex social system and the process of change requires engaging with (and respectfully challenging) embedded patterns of behavior.
Pitstop Programs focus on ‘dynamics’ – that is 8 critical behaviors that shape the patterns of behavior and interaction within groups and teams.
Shown at the bottom of the Pitstop Meta-model™ , dynamics represent a major source of performance losses and potential gains and are measured via the Pitstop Analytics™.
Pitstop Behavioral Observation
Pitstops are an opportunity to observe your team in operation as it reviews its performance, talks about wins and losses, sets goals, prioritizes activities, and so on.
This provides a window into the performance potential of the team, including its task effectiveness, decision smarts and social health.
Pitstop facilitators will guide you through a behavioral observation of your team, including; norms of behaviors and patterns of interaction that represent performance losses, risks and blindspots.
Pitstop Psychological Insight
Pitstop programs leverage the latest insights from the fields of social psychology and behavioral economics.
Pitstop Programs include some of the hottest topics in psychology at this time, including:
(i) Growth Mindset
(ii) Grit & Resilience
(iii) Psychological safety
(iv) Psychological Well-being
(i) Carol Dweck, ‘Growth Mindset: The New Psychology of Success’, Ballantine Books, 2007. (ii) Angela Duckworth, ‘Grit: The Power of Passion and Perseverance’, Vermillion, 2017.
(iii) Amy C. Edmondson, ‘Teaming: How Organizations Learn, Innovate, and Compete in the Knowledge Economy’, Jossey-Bass Pfeiffer, 2014.
Pitstop Cognitive Re-framing*
Many of the limits to performance are to be found in the way we think and talk about the subject. That makes re-framing the conversation about performance vitally important.
To change how people see things is to affect change on the most fundamental level. Using Cognitive Re-framing the pitstop de-personalizes and de-politicizes the issue of performance, thereby un-locking new thinking and creativity.
*Cognitive Re-framing means creating a way of viewing and experiencing events, ideas, concepts and emotions to find more positive alternatives.
Pitstop Engage-Change Model
Today we know more about change than ever before, including why it is so difficult.
Pitstop programs are based on a six-step group model designed to engage and energize organizations and teams in the process of change.
The key steps in the ‘Pitlane Engage-Change Model‘ are: Status Quo, Awareness, Dialog, Focus, Mobilize, Act and Sustain.