Performance Vertical Consulting

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Transcript of Performance Vertical Consulting

  • 1. Our Capabilities February 21, 2011 Presented to:

2. 3. Performance Vertical Consulting, LLC Our Mission To act as a catalystto organizations seeking sustainable success, competitive excellence and desired business results.We provide trusted advice in the selection,deployment, management, development and retention of talent. 4. Installing Peak Performance Systems in Individuals, Teams, and Organizations 5. Luis F. Valdes, Ph.D.

  • B.S., Psychology, University of Texas at El Paso (1977)
  • Ph.D., Counseling Psychology, Texas Tech University (1984)
  • Staff Psychologist:University of Notre Dame, University of Texas, Georgia Tech
  • Consultant to business and organizations (1994 to present)

6. Performance Psychology The study of the conditions, behaviors and mental processes necessary for the achievement of peak performance. 7. The Organization

  • Every successful organization can tell a great story about its people.

8. Peak Performance is

  • the ability of the individual, team and/or organization to attain aconsistent and sustainablelevel of high performance.

9. How do we do it? Culture Competencies Processes Discipline Speed Agility Strength Peak Performance Strategy People Organization Fitness Review Results 10. Services

  • Human Capital Consulting
    • Board Advisement
    • Executive, Managerial, Employee Assessment
    • Organizational Fitness Review
    • Managerial & Leadership Development
    • Leadership Continuity
    • Coaching
    • Career Transition
  • Peak Performance Training
    • Sales
    • Peak Performance Training Camps
    • Team Training
    • Navigating Turbulence Training

11. First 100 days

  • Critical period
  • How people learn
  • Basic Habits
  • End results

12. Peak Performance 13. Mind-set Fast- Forward Game- Plan Rehearse Execute What is your goal? What are your challenges and obstacles? What are your alternative procedures? How and when will you deliver ? What did I learn?What should you do differently? 7 Key StepsPeakPerformance The Peak Performance System

  • Individual
  • Team
  • Organization

Review Vision What is your attitude? What needs to be perfected and practiced? 14. Winners:Profiling for Peak Performance 15. Peak Performance Theory:Individuals 16. Vision

  • What do I want to accomplish? Desired state?
    • Meaningful
    • Makes a real difference
  • Can I create a mental picture
  • of what success looks like?
  • Why is this important to me?
  • What is the impact of the goal?

17. Mental Mindset

  • Am I invested in the outcome?
  • Do I have confidence in the outcome?
  • Do I have confidence in my ability to influence a positive outcome?
  • Am I in control of my emotions enough to handle stress, pressure, and unanticipated situations?
  • Am I willing to work hard and practice?
  • Can I perform the necessary procedures to achieve the results?

18. Fast-Forward

  • How can I better anticipate and predict?
  • What will it take to achieve the goal?
  • What challenges/obstacles might get in my way?

19. Fast-forwarding In Sports

  • Ability to anticipate the flow of play
  • Stay ahead of real-time
  • Anticipate where teammates and competition are going to be
  • Inspiration: Make others performance better
  • Motivation:Intensity and focus

20. Fast-forwarding In Business

  • Accurately predict where the market and customer interests and needs are
  • Properly position business to engage customers with the right mix of product and service offerings
  • Strategic choices about time and energy expenditures
  • Building value-creating and trust-building relationships with customers and colleagues

21. Game-Plan

  • What alternatives will help me to reach my goal?
  • What roles and responsibilities must be assigned?
  • What is the best alternative?
  • What is the best way to
  • execute this plan?

22. Rehearsal

  • Goal ofincremental improvement
  • Focus on the fundamentals
  • Willingness to work hard
  • Sacrifice
  • Non-reliance on talent
  • Delayed gratification
  • Deliberate practice
  • Feedback

23. Deliberate Practice

  • Activity explicitly intended to improve performance
  • Objective is to move beyond ones level of competence
  • Feedback on results
  • Behavioralrehearsal
  • High levels ofrepetition

24. Execute

  • What are the specific steps for implementing my plan flawlessly?
  • How will we execute?
  • Who needs to be involved?
  • Where will I begin?
  • When will I begin?
  • When do we stop and evaluate?

25. Review

  • Did I achieve my desired outcome?
  • What was the final outcome?How close did I get?
  • Lessons learned:What worked well?
  • What could have been done
  • differently?
  • Whats the next plan?

26. Weekly Feedback

  • What is the most important thing you learned this week?
  • What changes have taken place in your attitude (heart), skills (hands) and knowledge (head) this week?
  • In what areas do you have the greatest need for help?

27. Managing Self and Others 28. What do these sports franchises have in common?

  • U.S. Womans Soccer Team
  • New England Patriots
  • New York Yankees
  • Chicago Bulls
  • San Francisco 49ers
  • Dallas Cowboys
  • Atlanta Braves

29. Team Profile

  • Icon or Inspirational Players
  • The Greatest Challenge
  • Constant Renewal of Challenge
  • Commitment to Excellence
  • Raising the Bar
  • Passion
  • Family
  • Innovation
  • Awareness of The Zone

30. The Performance Vertical Leadership Boot Camp Peak Performance Training 31. 100 Day Action Plan

  • Target Objective
    • Develop habits of success
    • Develop self-managed individuals
    • Production improvements
  • Action Steps
    • Regular meetings
    • Internalize attitudes/beliefs/actions of peak performers
    • Develop job descriptions and learn to perform functions
    • Develop company, product, market knowledge
    • Learn and use communication skills
  • Time Frames:Set dates Start/end
  • Success Indicators:Daily, weekly, monthly feedback

32. Training Concept

  • Hire people with the capacity to produce
  • Experience quick success (observable wins)
  • Practical, results-oriented training (prevent wasted training $$$)
  • Avoid mentality of Magic Bullet
  • Careful planning
  • Creative thinking
  • Continual application
  • Improvement mentality
  • Full active involvement
  • Self-managing people

33. Why Training Fails (organizationally)

  • No needs assessment
    • No diagnostics
  • Training is the magic bullet
    • Is it an organizational issue?A resource issue?
  • Training is reactive
    • Does it support the business objectives?
    • What is the mission?
    • What are the skill gaps?
  • One-shot deal
    • No follow up, no continuity
  • Failure to identify outcomes
    • Specific, measurable, actionable, reachable and relevant, timely (SMART), concrete
  • Failure to measure results
    • SMART
  • Management does not participate
    • System is for the masses not the elite

34. Why training fails (Individually)

  • Previous history of training
  • Low expectations
  • Off-the-shelf
  • Not individualized
  • Lack of relevance
  • Failure to connect the dots for the participants
  • Focus on only skills, knowledge
  • Failure to identify emotional, motivational issues, culture
  • Lack of urgency

35. Training Quality People

  • Ability to learn new skills and add value
  • Increase marketability (career development)
  • Self-management
  • Have challenging work (people and challenge)
  • Recognition and reward
  • Fit with career goals, interests, personality type
  • Provide with tools and resources to succeed
  • Environment that fosters peak performance
  • Consistent models, systems, and procedures linked to success indicators and measures

36. Insanity

  • Definition:When you keep doing the things you have been doing and you expect a different result.

37. No training?Results

  • Same outcomes as before
  • Turnover
  • Job dissatisfaction
  • Lower team effectiveness
  • Reduced communication
  • Lack of clarity of roles
  • Lack of performance feedback
  • Lower productivity
  • Sub-optimization of talent

38. Benefit of Training:When it works

  • Job satisfaction
  • Reduced turnover
  • Increased alignment with organizational/business goals
  • Teamwork
  • Productivity
  • Results-driven organization

39. How people learn:Closed loop theory

  • Establishment of objectives, goals, outcomes
  • Assess strengths to leverage toward goal
  • Head:Cognitive (understanding)
  • Heart:Emotional (connection to outcome)
  • Hands:Skills identification
  • Breakdown of clear steps toward outcome (process)
  • Rehearsal
  • Closer approximation to desired results
  • Feedback
  • Success
  • Reward

40. VISION:Goals/objectives/ outcomes Assess strengths Understanding of the task Emotional investment Specific skills required PROCESS:Steps toward outcome Rehearsal Execution Feedback Success Reward CLOSER APPROXIMATIONS TO DESIRED RESULT 41. Action Planning Worksheet

  • Target Objective
  • Action Steps
  • Time Frame
  • Success Indicators

42. Website: Weblens (The Handbook of Peak Performance): Blog:http://peakperformancethe 43. Luis F. Valdes, Ph.D. Founder and CEO (404) 357-7335 E-mail:[email_address]