Changing the way your team thinks about its performance
How to engage teams in their latest science and data on performance? The answer is the Pitstop Meta-model™ – a next generation model of performance and potential. It is a totally new way to engage teams in maximizing their performance potential.
Traditional models of business or performance, with their straight lines and square boxes, struggle to fire up the imagination or stir debate. See the examples below.
The Pitstop Meta-model™ does for business models what the Apple iPhone™ did for mobile phones. It makes them a lot more user-friendly and engaging. It thereby generates a new level of awareness and dialog among leaders and their teams. See how this works below.
Models are important in making sense of complex topics, such as performance. They visualize the many factors involved, including relationships and inter-dependencies.
Yet older models (shown below), with their straight lines and square boxes (although valuable) struggle to engage executives in an effective dialog, especially for challenging topics such as performance. That includes models such as the McKinsey 7S or Porters 5 Forces.
Beyond Traditional Models
Here is a selection of some of the best and most familiar models. How many of them do you recognize?
Look under the diagram to see how many you identified.
While these models are important, their straight lines and square boxes often struggle to fire-up the imagination. It is difficult for abstracted models to come to life – to enter the conversation and change the narrative. They rarely convey any meaning other than that which is given to them and they need to be explained.
The Pitstop Meta-model is different. It is designed to generate new engagement, dialog and insight.
Find out more about modelling performance here:
|1 Aligning & Strategy Model (Frank Cespedes)
6 Business Canvass (Ostewalder & Pigneur)
2 Playing to Win Model (Lafley & Martin)
|4 Diamond Model by Don Hambrick & Jim Fredrickson3 Porter’s 5 Forces Model
5 Mc Kinsey’s 7 Ss
Today we have a much deeper understanding of the many factors that impact on individual and collective performance, than at any time in the past. But it requires more than research papers and theories to engage busy executives with the science and psychology of performance.
That is why we have turned to F1™ to bring to life topics (such as team dynamics or organizational design). In particular the use of a next generation meta-model for performance inspired by the F1™ pitstop.
Based on extensive multi-disciplinary research, the meta-model revealing the source of almost 200 performance losses / gains
Executives engage with the Pitstop Meta-model during a pitstop.
It is a great way of generating new energy and insight around topics such as organizational/team design, culture / team dynamics, leadership, execution and strategy.
The model is particularly powerful for management away-days, executive conferences, project reviews and team-building events. It is also used in leadership & skills development programs / workshops, with learning modules to accompany each part of the meta-model.
Next-Generation Performance Modelling
6 Reasons the Pitstop Meta-model represents a major advance in the way leaders and think about performance.
The pitstop is a next generation model that delivers new levels of insight, clarity & engagement in respect of performance and growth.
The pitstop meta-model looks like no other model. It brings performance to life and tells a story. It also visualizes a total of 186 variables – the key performance losses and gains within a team, bringing the data to life. Click to explore the model and its narrative.
The pitstop meta-model results in better analysis, more creative problem solving and improved decision making.
Combining Metaphor & Model
The pitstop combines the power of a metaphor with the clarity of a model – the result is a meta-model.
Metaphors have been described as ‘weapons of mass instruction’1. Their power lies in their ability to communicates complex ideas with few (if any) words, also in their ability to fire imagination and evoke emotion.
The use of metaphor re-frames2 the issue of performance so as to enable a discussion that is free of defensiveness, personalities or politics. It also results in more creative and holistic ‘right-brain’ thinking.
1 Anne Miller, ‘Metaphorically Selling’, Chiron Associates Inc, 2004.
2. Cognitive Reframing – creating a way of viewing and experiencing events, ideas, concepts and emotions to find more positive alternatives.
Performance is complex and no one discipline has all the answers. A multi-domain perspective is key to the robustness of the pitstop meta-model and process.
To complete the performance jig-saw the pitstop leverages the latest insights from the fields of social psychology & behavioral economics, as well as organizational design, group dynamics, strategy and execution.
Most important of all it is grounded not in academic theories but in the reality of organizations and teams.
The meta-model is a key element of the pitstop analytics engine and is expressed mathematically in the pitstop algorithm. It is the means of visualizing the performance BIG data, bringing it to life and making it actionable.
Initially the meta-model was developed for its diagnostic power – that is its ability to explain and make sense of what has happened. However, as more and more data has been entered into the model, its accuracy has increased to the point where it can predict what will happen. It is now a predictive meta-model of performance and growth.
A Psychological Model
There is psychology behind the pitstop meta-model, including the concepts of cognitive re-framing and mental modelling.
The pitstop meta-model changes how people see things – that is their mental model or world view. It engages with how they see their organizations and teams, as well as their own role in it. It makes people better systems thinkers, design thinkers too.
A Model for Engagement
The pitstop meta-model has enormous visual and intuitive appeal – regardless of demography or culture of the audience. This is the result of careful and deliberate design and testing in use with hundreds of organizations and teams over many years.
Moreover, the process by which the pitstop meta-model is employed takes dialog, energy and engagement to the next level. Based on an Pitstop Engage-Change Model and Results-Based Learning. It also draws inspiration from methodologies to improve dialog and collective problem solving / innovation, such as; World Cafe, Gestalt coaching and Strategic Conversations. A key objective is to create a safe environment for executives to open up and have honest, respectful and yet challenging dialog.
An Inspired Narrative
The meta model tells a story. It has a number of embedded narratives with direct relevance to the performance of leaders and their teams. The 4 central narratives are:
1. The changing basis for competition within an industry or sport (i.e. driver, machine and team)
2. The tale of two teams – the high performing team at the top of the model and poor performing team at the bottom
3. The role of pitstops – you can tell the potential of a team by what you see happening a pitstop
4. Every person has the potential to grow and contribute to the system they operate in.
These narratives are communicated via the model and told in the Growth Pitstop® and Pitstop to Perform™ books.