Boost Your Performance

By |2021-02-20T21:49:20+10:00February 20th, 2021|Categories: Uncategorized|

How do you boost performance in your organisation? Do you use incentives to inspire people to perform better? Or perhaps you rely on performance reviews to provide feedback, maintain accountability, and set new targets.

Sure, all these can have their place, but they also have their limits. Incentives don’t inspire everyone, and they can create a culture where people only perform if you give them special treats. Performance reviews can sometimes be harsh or not effective at all.

There is nothing wrong with holding people accountable, providing feedback, or encouraging them to perform better. But using these methods to boost performance is a flawed way of thinking. It is like rearranging the chairs on the Titanic.

Here’s the problem. People often see performance and flexibility as goals. Leaders want to find ways to improve performance and make the organisation more flexible. After all, performance is part of the holy trinity – performance, productivity, profit.

But performance and flexibility should not be seen or treated as goals. They are an outcome of other things. What other things?

They are the outcome of the capacity to handle change well. If you improve how people deal with change, you will, at the same time, improve their performance and flexibility. Whether changes are happening or not.

Developing the capacity to handle change well is all about change fitness and change readiness.

So if your goal is to develop more change fitness and change readiness in your organisation, one of the outcomes you will get is improved performance and flexibility. Once you understand how this process works, you realise it cannot be any other way.

How we do that

The most common way to manage performance is by setting performance targets and monitoring progress over time. You recognise people’s efforts and achievements when they meet new targets and provide training or mentoring when they don’t meet them.

This system works, but it has a severe problem – it doesn’t target the areas that build performance and flexibility. It motivates people from the outside, but it doesn