Changing the performance dialog…
To change how people engage around the topic of performance and to generate a new positive and forward-looking performance debate, start by asking the following question:
We call this the BIG question, because it goes to the heart of the performance debate.
Also because it is a BIG test. If the BIG performance question gets you excited, frustrated, or even curious then read on. However, if the BIG question leaves you cold this is probably not the approach for you – at least not at this time.
Performance – Can’t talk about it – won’t maximize it!
Our research identifies one characteristic of high performers that should come as no surprise: They think and talk about performance – a lot. Moreover, they do it openly and honestly using objective data as a guide – as is the culture within F1™, for example.
In contrast, within many organizations or teams, performance is often seen as negative rather than positive and talking openly about it can be dangerous. Within such environments, it will be difficult for individuals and teams to achieve peak performance*. Quite simply if you can’t talk about it, you won’t maximize it!
*Moreover, the inability to dialog performance is typically a symptom of deeper problems with respect to the health, resilience and cohesion of a team.
Changing the way you talk about performance
In most organizations talking about performance is difficult, even contentious.
The BIG question overcomes the key problems with traditional performance management:
– it looks backwards rather than forwards
– it is all too often negative rather than positive.
Focusing on potential
The ‘BIG’ question is not just about performance, but the potential of your organization, business unit or team. What could be more exciting than that?
The BIG question is not just about what is, but what could be. It is forward-looking and positive – that is essential to generating energy & engagement in respect of performance.
Setting the agenda
The BIG Question is a great place to start a management conversation, a project / strategy review or a team meeting.
It prevents defensiveness and personalities, or politics getting in the way of an open and honest dialog about performance.
Just One Question…
‘If I could ask only one question off a management team, it would have to be the BIG question’, said the much-sought-after business mentor. ‘I would ask it and shut-up…’
‘…I would listen carefully to what is said and what is not said, the tone of voice, the level of energy or emotion on display. I would observe who talks first and who talks last and who thinks differently to the rest of the team…’ he continued.
‘From that one question all would be revealed – the level of energy and ambition to drive the business further, as well as the leadership, health and effectiveness of the management team’.
BIG Question = BIG Surprise!
What to expect when your team answers the BIG question:
The answers will be lower than you expect, with the likely average for your org./team likely being just 61%.
The answers will be ‘all over the place’ – typically 40% will separate the highest & lowest.
If you are the leader, you own answer is likely to be ahead of that for the team by up to 17%.
Just Who Is Right?
When it comes to performance everybody has an opinion. But when opinions vary so widely the question is: Who is actually right and who is wrong? It takes data analytics to find out.
The diagram shows how answers to the BIG question vary across a team of 50 managers.
Source: Pitstop Analytics™
The Real Answer: A Metric
The only way to accurately answer the BIG question is by means of a metric – a percentage that is based on verifiable data gathered extensively.
Called the P2P Metric™ this is the ratio of performance to potential for your organization, business unit, or leader and team.
The P2P Metric ™is calculated for any organization, business unit or leader and team by Pitstop Analytics™.
The answer to the BIG question determines the type of Pitstop Program your organization, business unit or team needs.
It is also the basis for setting measurable performance-related goals for what a Pitstop Program should achieve.
Getting the data (via Pitstop Analytics™) to answer the BIG question is the solid foundation on which programs are built.
It’s is Our Mission!
As an organization we have a question – the BIG question – rather than a mission statement. This reflects our passionate belief in potential.
It is the prospect of enabling organizations and teams to exploit an extra 5%, 10% or more of their potential that get us excited and drives us forward. This is the power of Pitstop Analytics™ and other solutions
More about the BIG Question
The BIG Question is a test. If a leader or team cannot engage with BIG Question then they have failed the test!
The BIG question becomes a self-fulfilling prophecy – that is because a team’s expectations set the bar for its performance.
So Much People Potential…
The diagram shows how one CEO applied the BIG question to his Senior Leadership Team.
With figures ranging from 20% to 80%, some team members are clearly realizing more of their potential than others.
What would this analysis look like for your team? Contact us to find out.
For more on this Senior Leadership Teams performance potential click here (then go to Page 22)