What is a Pitstop?
Why is it called a pitstop?
Here is the answer in a short video.
Click on any of the questions to reveal the answer:
A pitstop is an executive workshop with a difference. It gets executive teams working with the speed, discipline and focus of a pit team assessing performance, identifying opportunities/risks and tackling them fast.
Quantifiable performance gains of 7-25%
Keeps your projects & priorities on track
Powerful way to test & develop your team
Maximizes levels of energy, engagement & alignment
Speed and clarity of decisions
Robust analysis results in break-thought insights
Built on benchmarking data from across 900 teams, 12 industries and 47 countries (spans 10 year of development)
Integrates the latest research from leading academic institutions (e.g. Harvard & Stanford) and leading consulting houses (e.g. Bain & Co.).
Breaks new ground in terms of the science of sustaining performance, psychology and peak performing teams
Is data-driven and metrics-based – focusing on quantifiable performance gains and losses.
Powerful meta-model based on BIG data visualization principles, cognitive re-framing, mental modelling and systems thinking.
Integrates Performance design, performance dynamics and strategy-execution for the first time.
Unique blend of social psychology, behavioural economics, organizational design and business management
- Leverages inspiration from the performance-obsessed arena of Formula 1™
Review & re-energize your key projects, strategies & initiatives the F1™ way.
Your executives will pitstop their key projects and strategic priorities. The idea is just like in racing – to come together as a team, identify opportunities for improvement (typically 7-25%) and exploit them fast. They will also assess how they work together as a team. That way you won’t just have a great pitstop, but will be developing a great pit team too.
We draw a distinction between traditional team-building and more fundamental team-development.
Out-door team adventures, zip-wires, or blindfolded trust games are helpful, but they cannot be expected to address underlying behavioral or structural problems, such as culture, the wrong people in the wrong roles, or the lack of a clear and compelling purpose for the team.
All though pitstops are high energy and even fun, they are challenging too. Pitstops go to the heart of team performance, as well as team health and cohesiveness.
Click here to find out more.
Pitstops are led by expert coaches. They can last 1, 2 or 3 days with a sequence of 8 different types of pitstops – each one designed to address a specific performance opportunity or challenge facing your organization or team.
A pitstop can be held at your offices, or at a venue (such as a conference center, or even track side).
We will provide you with a list of venue requirements – central among these is room layout and size (which depends on your group size).
Environments where complexity and change, and hence the requirements for engagement, creativity and innovation are low.
The pitstop model & process is the culmination of ten plus years of applied research and joint creation with over 3,500 people from across 12 industries and 47 countries. Its ideas and insights emerged from applied research, millions of pages of reading (and much debate!), the use of the tools outlined in PitStop to Perform™, Growth PitStop®, The Performance PitStop© and Formula for Growth©, in over 300 workshops and review of thousands of pieces of performance analytics data. The people who brought their curiosity and personal perspectives into research PitLane over the years are from teams in the likes of IBM, BT, 3M, Pfizer, ARUP, Great West Life Co, SES, Oracle and Salesforce.
The model and engagement process leverages insights from F1, social psychology, behavioural economics, organization design & management.
The model provides an accelerated way of focusing attention on the required dialogue and movement towards sustainable growth potential and ultimately performance
The model is underpinned by: Results Based Learning, Data Analytics, Systems Thinking, Meta-Modelling, Change Modelling & Cognitive Reframing.