The pressure to perform is greater than at any time, as the return to the office impacts on leaders, their teams and initiatives.
Pitstop to Perform™ is key to sustained performance under pressure. It re-energizes executives in tackling key business opportunities & challenges. In the process, teams don’t just optimize their performance, but their cohesiveness and vitality too.
The Objectives of Pitstop to Perform™ include:
Using powerful analytics, your team will quantify the % of its performance potential being utilized, validated by stakeholder and other data.
Your team will identify obstacles and risks to its performance using internal & external benchmarking data to illuminate hidden risks & blind spots
Your team will select ‘winning moves’ (specific performance losses to be tackled) to realize quantifiable performance gains of 7-25%.
Pit-stopping in Pharma
Jeff Rope, Global Pharmaceutical Director, Coach and Mentor talks about the power of metaphor and performance modelling. ‘If you want to change behaviour you need to give a team the challenge to think about how they think. It needs a way to see the interconnections if it is to unlock collective performance”.
Explore the Science behind Pitstop to Perform™:
How does it work? An overview of Pitstop to Perform™:
Pitstop to Win™ typically takes place over 6-12 weeks and includes the following:
Analytics: Team + Stakeholders
4 x Virtual Pitstops
2 x Data-Led Coaching
2 x Leader Pre/Post Briefs
1 x Winning Move Adj.
Speedily get to the heart of the matter with data. Illuminates opportunities, as well as risks & blind-spots
Pitstops instead of workshops – it is a speedy way for your team to identify what’s working & fix what is not.
Pitstops are about action. Identify & exploit some quick wins to accelerate momentum, innovation & confidence.
Want to go deeper? FAQs on Pitstop to Perform™:
How will you know if your team needs to Pitstop to Perform™?
Here are the most common reasons why leaders pitstop with their team:
- Your team’s performance is critical to success.
- The pressure to perform is beginning to have an impact on performance and well-being.
- There are risks / concerns about the sustainability of performance.
- You know that your team is capable of more – it has the potential for greater performance, innovation, and growth.
- You want to build team cohesion. People don’t always bring out the best in each other.
- You are striving for increased speed and agility, as well as collaboration and innovation.
- Embracing change requires working on culture or norms of behaviour.
- You want to develop your leadership pipeline and grow your people.
The economic justification or potential payback from Pitstop to Perform™ is measured in terms of the % of your team’s potential that it helps to unlock.
A quick calculation of what this might be can be made based on the cost of your team – calculate it for your team here:
Pitstop to Perform™ is a systematic analysis of the performance potential of your team, including its key performance losses and gains. Data plays a key role in the process – qualitative and quantitative data paints the full potential of your team and the realities of its environment and work.
Data is captured online as well as during pitstops from the leader, the team and key stakeholders. The data is used to check for hidden risks and blindspots, as well as to balance safety with respectful challenge. Most importantly, the process of analysis generates new awareness and dialogue, within teams as powerful data modelling and visualization bring the data to life and tell a story.
Lots of people talk about potential, pressure, collaboration and even well-being as key to the performance of a team.
What are the BIG Numbers for your team?
But, they don’t measure or model these important variables. With before and after measurement, the progress of your team will be tracked against 4 BIG numbers as well as 200 related variables.
Scroll L to R by clicking on the dots
Performance potential is what a team is capable of. Tapping into the full potential of individuals and teams is at the core of modern leadership and a revision of traditional performance management.
It matters because most teams are operating at only 61% of their full potential. That means up to 39% of talent, creativity and innovation is going to waste. This is based on research teams across 47 markets and 12 industries.
If only a fraction of the untapped potential was put to work it could transform organizations and even industries. It is not just about business performance and the organization’s responsibility to its shareholders. It is also about the responsibility of the organization of its people – to their ongoing development, growth and wellbeing.
Unlocking the potential of individuals and teams is one of the greatest opportunities or challenges facing today’s leaders. It is the goal of Pitstop to Perform™.
There are many reasons why so much potential goes unexploited within organizations and teams. There are situational and structural factors, including culture, leadership, environment and strategy.
There are also issues of skills, attitudes and behaviours. Indeed, over 200 factors in total. The technical term for these factors is ‘Performance Losses’. The secret to taking performance to the next level is in converting performance losses into gains.
Pitstop to Perform™ takes leaders and their teams through a systematic analysis (powered by data) of performance losses and how they can be converted into gains.
Pitstop to Perform™ is aimed at progressively unlocking the performance potential of teams, by systematically converting performance losses into gains. This enables teams to move closer to peak performance – that is to the Zone of Peak Performance™ – where 75%+ of a team’s potential is being utilized. However, this far from the norm.
The objective is for teams to spend more time in the Zone of Peak Performance™ – thereby realizing a vitality as well as performance dividend (sustained peak performance is often associated with thriving).
There are lots of models in the world of business – take Porter’s 5 Forces and McKinsey 7S for example. But how to energize and engage Generation X, Y and Z executives in the dialog about performance and potential?
To communicate the latest research Pitstop to Perform™ employs a next generation model.- a visual representation of a complex algorithm that reframes the issue of performance to generate new openness, energy and engagement.
Pitstop to Perform™ uses imagery and concepts from F1™ to reframe the conversation about performance – to depersonalize and depoliticize it thereby generating new openness, ownership and creativity.
However, it is not about racing, but rather the performance and potential of your team and its critical projects/initiatives. You don’t need to be fan of F1™!
If you are curious or interested in the performance-obsessed arena of F1™, it can be a source of inspiration to managers who must also perform under pressure (see video).
Pitstop to Perform™ generates 3-5 times more energy and engagement than a traditional management workshop or away day. This is built into the design of the pitstop process and centres on 6 principles of delivery (shown here).
Pitstops build upon findings in the fields of Strategic Conversations, Positive Psychology, Team Coaching and Action Learning.
Pitstop to Perform™ is based on a six-step group engage-change model designed to accelerate ownership and accountability for change.
A key objective is to create an environment for executives to open up and have honest, respectful and yet challenging dialogue. Such dialogue is often referred to as a ‘Strategic Conversation’ – the type of conversation that is strategically important but tends not to happen in the day to day running of the business.
Pitstop to Perform™ is based on extensive applied research and extensive data analysis, as published in the book of the same name:
What do executives say about Pitstop to Perform™?
Here are the words used by executives to describe Pitstop to Perform™