PERFORMANCE MODEL

When upgrading a person to an extraordinary person, the leaders and coaches of an organization operate at different levels, based on a functional model of human interactions.

We will call it Human Performance Model and it is created on Gregory Bateson Learning Levels,  Robert Dilts’ Levels, Richard Bandler & John Grinder Metaprograms, Claire Grave’s  Social Values (v-meme etc.
This Human Performance Model has an internal hidden part, where invisible processes take place, like: thinking, feeling emotions, motivations, attitude, personal believes and values, etc. and an external perceivable part, like verbal communication, nonverbal communication, mimics, posture, intonations, physical actions, etc.

The Model of Human Performance

extended Robert Dilts’ Neurological Levels

Each level can be identified, measured, modelled, analyzed and managed with specific assessment tools, modeling techniques, analytical instruments and coaching, training & mentoring patterns for transformation.

Identity, Roles

It’s about the human being that has specific roles and identities inside the organization: the manager, the team leader, the board officer, the sales person, the recruiter or, the graphic designer.

A role can be changed, deleted or reformed, in certain conditions, with all assumed consequences.

Beliefs, Values

It’s about the human values and belief systems developed during our personal experiences and recorded in our personal history; like certainties and personal truths, personal automatic evaluation mechanism, unconscious decision system etc. (the  VSQ assessment) Sometime liberating believes and sometime limiting ones.

Adapting, transforming and upgrading our personal values system to the Organization’s Well Formed Value System is increasing organization’s Human Capital and building the foundation for acquiring new competences and reaching high performance.

Motivation, Attitude

The readiness potential patterns are presetting our neuro-body to acquire new skills and new knowledge and to perform the known skills at different levels of excellence. That is where resides our internal Motivations and Attitudes  Patterns (MAP) that include proactive/reactive pattern, problems/goals orientation, task attitude, communication presets, convincers, time norming, interest filters , etc. (IWAM assessment).

Transforming and re-pattering them close to a performance model created on high performers’ MAP is skyrocketing individuals or team results, based on predefined specific KPI.

Skills & Knowledge = Competences

The complete set of neurological embodied programs called competences, like specific know-how, skills, knowledge, etc. are necessary to perform tasks, in a specific field and at a certain level of performance.

Downloading these internal know how programs, of high performers, and genius people, decoding, modeling and transferring them (AcademiaNLP modeling techniques) to interested organization’s professionals, is increasing the overall value of the organization.

Now a new employee or manager might already have embodied some level of competences. A precise intervention in the codes of such competence – identified and evaluated (AMP Hybrid Assessment  Center & COMET flexible assessment software) -can skyrocket the outcome.

Actions, Behaviors, Speech

We perceive the human behavior by physical actions and verbal and nonverbal communication.

The performance level of someone’s work depends on how deeply the process is embedded at unconscious level, the feedback loop, the adaptive learning process, etc. (AcademiaNLP modeling techniques)

The difference between a high performance process and a low performance process resides in the lower number of Stop-Control-Go conscious fragmentation of the action, the embedded know how, the readiness potential, the personal values and the role.

Key Performance Indicators

In today’s radical competitive business system, the robust survive. So as to rise your business team on the edge of their game, you would like to cultivate a data-driven culture by sharing the correct business performance indicators together with your team. Using the right KPIs and metrics you make build your team boldness to confirm your business success.

Sales KPI, Marketing KPI, SaaS KPI, Financial KPI, DevOps KPI, Supply Chain KPI, Call Center KPI, Help Desk KPI, Insurance KPI, Retail KPI
Healthcare KPI, Social Media KPI, SEO KPI, etc.

And that is the way all levels of this Model of Human Performance are implied in boosting the overall performance of the organization…measured with specific KPI.

Like it? Share It!
Share on Google+Share on FacebookShare on LinkedInTweet about this on TwitterPin on Pinterest