discover with us the science of performance · and process work dr. leslie wilk braksick unclock...
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Discover with us
TMTHE SCIENCE OFPERFORMANCE
S C I E N C E O F P E R F O R M A N C E
Purpose Is Our Fuel
OUR CREED
At Competence Curve, we recognize the effectiveness of simplicity. We are committed to a simple purpose: Bring out the best in others, and enable progress! We infuse this purpose in all that we
do. We are curious and creative and live on the learning edge. We constantly innovate and use latest learning technologies and content to provide world-class learning experience.
The C
ompete
nce C
urve
Operatin
g Prin
ciples
Focus onoutcomes/
results
Thinksystemically
Add value
Establishpartnership
Employ asystematic
process
Be datadriven
CC’S PERFORMANCE ENHANCING PRODUCT MATRIX
IndividualContributor
PeopleManager
Manager ofManagers
FunctionalHead
BusinessHead
LeadershipJourney
PerformanceEngineeringModel
CapabilityBuilding
ExecutivePresence
CulturalTransformation
(12 - 18 months)
(3 months)
PersonalTransformation
(2 months)
BuildingAuthentic Dignitas
PersonalBranding
BoardroomPresence
WASPTeam Co-Action FTMP / Influencers
for Success
Leadership Challenge
Leadingthe Culture
High Potential Journey(6 - 8 months)
Adapting Gravitas(3 - 6 months)
Leadership Branding(6 - 9 months)
The 5 Dysfunctions of a Team(6 months)
Executive Coaching(6 - 8 months)
Leading Self / Others / Business Journeys(9 - 18 months)
Living the Culture
(6- 9 months)
Sales Performance Service Performance
Managing EmployeeProductivity
Business PerformanceManagement
Reinforcing the Culture
APPLIEDBEHAVIOURAL
SCIENCE
Managing Business is about
Managing Behaviours
Effective strategy executionEfficient processSustainable organizational culture
It’s that variable entirely in ourcontrol – the behaviour of individualswithin the organization.
Behaviour is the
enabler that makes strategy
and process workDr. Leslie Wilk BraksickUnclock behaviour, unleash profit
Applied Behavioural Science (ABS) is the missing ingredient that can turn things around dramatically by being the secret behind:
The basic model or tool used to understand behaviouris known as an ABC Analysis.
The Fundamentals of Behaviour and Conditioning(The ABCs - Three-term Contingency Model)
Behaviours(Actions)
Anything thatpromptspeople to act
What we do
Events and Objects a personreceives, (or loses) as a resultof his/her behaviour
What we say
Discriminating ConditioningControl “Feedback” Loop
Defining/Casual ConditioningControl “Feedback” Loop
Consequences(Effects of Behaviour)
(Before Behaviour)Antecedents
The Effects of Behavioural Consequences(Predicting and Controlling Behaviour Probabilities/Frequencies)
Extinction: witholding of previous reinforcement (nothing happens) The basic model of "ABC" provides us with a useful tool for analysing human behaviour. By examining this behaviour and the attendant job situation/environment, we can positively alter elements that affect work behaviour.
AntecedentsOccur before a behaviour and cause it to happen
(e.g., goals, work procedures, training,
communications).
BehaviourIs anything a person says or does (e.g., learning new software, writing a report,
following work procedures), or
alternatively, the failure to do any of these things.
Follow the behaviour and are a strong predictor of
whether the behaviour will be seen again (e.g.
feedback and coaching, personal satisfaction of a job well done, procedures
that are easy to follow).
Consequences
Consequences that increase behaviour
Frequency ofResponse
Frequency ofResponse
Behaviour
1. PositiveReinforcement (r+)
2. NegativeReinforcement (r-)
3. Punishment (p+)
4. Penalty (p-) (Penalized)
(Punished)
(Relieved)
(Rewarded)
Note: Not to Scale
1. Presenting something stimulating
2. Removing something aversive
3. Presenting something aversive
4. Removing something stimulating
Consequences that decrease behaviour
SOLUTION LINELEADERSHIP
JOURNEY
Co-Innovate to Transform at Personal,Organisational, and Business Level
Every organisation needs strong leaders to chart its course effectively and profitably. Current and future leaders can benefit from specific and proven techniques that enhance their abilities to lead.
In the dynamic age of competitiveness and disruption, it’s critical to prepare your leaders for every possible challenge that may come their way.
At CC, we ensure that leadership development and business growth go hand-in-hand. Our journey’s are designed to ensure leaders experience measurable growth in themselves and translate it to business results.
Whatever level of leadership you’re looking to develop within your organization, CC has a solution.
We tailor each Journey to the organization’s leadership style, culture, and the specific needs and preferences of the audience’s level of leadership.
We incorporate the right blend of formal and informal components to optimize the ROI and maximize learning “stickiness” that change behaviours and transform leaders.
We design unique Journeys for strategic development and with practical application intended for groups, cohorts, or teams of leaders.
Leadership Journey Framework
20 COMPONENTSTypical Journey
Length 9 to16 months
03Measures of
Success /Momentsof Truth
01Pre Work
04Individual
DevelopmentPlan (IDP)
02Kick-OffSession
08Action Learning
Project (ALP)
09Mentoring
Session – Individual/ Group / Cohorts
/ Team
10Coaching – Individual
/ Group / Cohorts/ Team
05Learning Event -
Lead Self
06Learning Event -
Lead Others
07Learning Event -Lead Business
11Sustenance Tool -
Leaders Uncut
12Sustenance Tool -
Stories ThatIgnite
13Sustenance Tool -
LearningJournals
14Sustenance Tool -
Dashboard
15Check-InMeetings
16Role Plays andBusiness Case
Study
17Assessments
18Leveraging Social
LearningPlatform
19Project
Management
20Post Work and
Evaluation
SOLUTION LINECULTURAL
TRANSFORMATION
Co-create and Leverage Ecosystemsto Drive Growth
Organizations have unique cultures, and it’s important to understand that “one size does not fit all.” We believe that to bring about cultural transformation, you not only have to change the values and behaviours of the current leaders but you also have to change the values that are embedded in the organisation’s policies, systems, and procedures. Our cultural Change Initiative uses the Applied Behaviour Science Model. It begins with understanding clearly what the “from” is, before articulating what the “to” should be. Understanding this comes from the information which is gathered before the culture transformation begins, using tools such as: 360º, Focus Groups, High Potentials, and Executive One-on-Ones.
CUSTOMERCENTRICMINDSET
SIMPLICITYORIENTEDMINDSET
ENTREPRENEURIALMINDSET
COLLABORATIONMINDSET
Deliver the most compelling customer experience possible
Become equally adept at managing paradoxes for organizational transformation
Commit to streamline processes, behaviours, and products
Constantly innovate, create value and generate opportunities
Break out of silo, be growth focussed, and move from “Me” to “We”
DIGITALLEADERSHIPMINDSET
HIGH PERFORMANCECULTURE ELEMENTS
FrameworkCOMPONENTSTypical Journey
Length 18 to24 months01
02
03
04
05
07
06
08
09
11
10
12
13
15
14
16
Pre Work
Questionnaire
Mindsets /Competencies–
Old to New
IndividualDevelopment
Plan (IDP)
Learning Event-LIVING the
Culture
Learning Event-LEADING the
Culture
Learning Event-REINFORCING
the Culture
Cultural ActionTeam (CAT)
CultureExperiments
Coaching– Individual/Group
/Cohorts/Team
CascadingCulture
SustenanceTools
Assessments
ProjectManagement
Leveraging SocialLearningPlatform
Post Work andEvaluation
Dive Deeper with focussed purpose and clarity
SOLUTION LINEPERFORMANCEENGINEERING MODEL
Every organisation needs to encourage excellence. It's crucial that an environment that fosters the pursuit of the best workplace practices is created. Institutionalising best practices is the foundation for the creation of a high-performance culture. A high-performance culture
allows organisations to become dynamic within rapidly-changing business landscapes. At CC, we use the Gilbert’s Behaviour Engineering Model (BEM) to identify and tackle barriers to individual and organisational performance.
The Behaviour Engineering Model for Diagnosing & CreatingConditions for High Performance (Behaviour = P*Es)
Mis
sion
Crit
ical
Bus
ines
s Re
sults
Performance = [Pr(Personal Repertory) *Es(Environment Supports)]
Antecedents(Information) (Instrumentation) (Motivation)
Behaviours Consequences
Envi
ronm
enta
l Sup
ports
DATA INCENTIVES
KNOWLEDGE CAPACITY MOTIVES
Relevant and frequent feedback about the adequacy of performanceDescription of what is expected of performanceClear and relevant guides to adequate performance
Adequate financial incentives made contingents upon performanceNon-monetary incentives made available / contingentCareer development opportunities contingent
Tools and materials of work designed scientifically to match human factorsProvide aids that impact behaviour
Assessment of people’s motive to workRecruitment of people to match the realities of the situtation
Flexible Sheduling of performance to match peak capacityPhysical ShapingAdaptationSelection
Scientifically designed training that matches the requirement of exemplary performancePlacement
1 3
4 5 6
A B C
Es
Pers
onal
Rep
erto
ry
Pr
Resu
lts
INSTRUMENTS2
We ensure that the performance is embeddedinto your culture by working on 2 levels
Individuallevel
analysewhat the
individual bringsto the
performanceequation
Organisationallevel
focuson the work
environmentfactors that encourage orimpede
performance
SOLUTION LINECAPABILITY
BUILDING
Evolve Immediately
C-SuiteCoachingFramework
Establish thescope of thecoachingrealtionship
Explore behaviourpatterns &performancerequirements
Embed Leadership stylethrough application ofhand wired patterns.
Embed
Explore
Establish
Today’s constantly evolving and increasingly demanding business world calls for evolution and development through ability to build new capabilities. The core capability for building capabilities in
organizations is though coaching. We offer a range of capability building solutions and tools to help your workforce get the most out of themselves.
360 DegreeAssessment
Improve managerial effectiveness by
providing the manager with a more complete
assessment of the
employee’s
effectiveness, their performance and
development needs.
PsychometricTests
Measure the skills, knowledge, abilities, attitudes and personality traits of an individual. You may choose from an array of the tests, most common ones:
Situational Judgment Tests (STJs)DISC Behaviour InventoryHogan Personality Inventory (HPI) Myers Briggs Type Indicator (MBTI)The Big Five Personality Occupational Personality Questionnaire (OPQ 32)
BusinessSimulation
Create a real-time simulated environment using engaging games that are based on strategic and functional aspects of management.
High ImpactCapability BuildingWorkshops
Our Capability Workshops include:
• Leadership Challenge• Winning Attitude for Successful Professionals• First Time Managers Program• Platinum Rule Program
Large-scaleInteractiveProcess (LSIP)
Use an affective intervention to bring a large cross–section of organisational employees to come together and formulate an action plan for resolving any inadequacies in order of priority.
To enable the Leadership with thetoolset, skillset & mindset of a coachwe use the 3 stage framework:3E
MODEL
SOLUTION LINEEXECUTIVE PRESENCE
Be Bold, Be Creative,
Make the Right Impact
When you think about powerful leaders in your organization…or anywhere for that matter…who all comes to your mind? Can you figure out what’s common to each one of them? These individuals exude a “wow factor”.
They often speak up, use strong and clear language, communicate with passion and energy, and display positive body language by standing tall, making eye contact, offering a firm handshake and using an authoritative tone of voice.
Suzanne Bates' in her bestseller All the Leader You Can Be states that these individuals exhibit Executive Presence - the ability of the leader to engage, align, inspire, and move people to act.
Personal branding is absolutely inevitable at C-Suite Coaching since
the individuals become the brand ambassadors of the organisation at the top most hierarchy. As a matter of fact, we are the CEO's of our own company: Me Inc. To be in business today, our most important job is to market the brand called YOU.
One of the most imperative aspects of Executive Presence is Personal Branding which is the practice of individual marketing themselves and their careers as a brand. While cliché practices of leadership has been about self management, the modern school of theory emphasises on self packaging and reacting it in every inch of the behaviour.
Executive Presence can be developed easily as all it requires is a baseline of self-confidence and a willingness to deal with unpredictable situations that come with executive leadership responsibilities.
Executive Presence (EP) Pillars
Create LastingFIRST IMPRESSIONInfluence, Involve, and Inspire
Gravitas(Collective trait demonstratedthrough conduct)
Etiquette(Traits used to communicatevisually)
Appearance(Noticeable trait that createsa credible image)
Semantics ofBusiness World
Controlled Expressionsand Gestures
Kinesics and Proxemics
Para Linguistics
Professional Style Scale
Colour Psychology
Media Presence
ProfessionalAccessorizing
Assertiveness
Resolution
perception
Articulation
Allegiance
Authenticity
OUR TEAM
Courageous transparencyin thoughts and actions
Dr. Sanjay Salooja
CEO & Founding Partnerat Competence Curve
Suraj Choudhary
Leadership Expert and CXO Coach
Leadership TransformationFacilitator
Pradeep Chakravarthi–EX McKinsey
Anand Tendolkar
McKinsey External Facilitator& Ted Talk Speaker
Shyam Malhotra
Executive and BusinessTransformation Coacht
Richard Bowles
Strategist & KeynoteSpeaker
Ajay Chaudhary
Coach, Facilitator & Advisor
Sonali Chabbra
Ex-McKinsey BusinessAnalytics Specialist
Rajeev Shroff
Executive & BusinessCoach
B. Krishnamurthy
OD, Change ManagementPractitioner & CEO Coach
Mohan Tiwari
Leadership Consultant
John Ferguson
Lead Senior Consultant
Tony Parrottino
Management ConsultingPerformance Engineering &Change Management
Andrew Wright
Partner Development andMarkets Learning leader forEY across EMEIA
Former Dean at InternationalSchool of Project ManagementMembre at Mouvement Démocrate
Thomas Bain
OUR CLIENTS
Build long lasting business relationships
We work with the Top Brands and Organizations like:
…already over 150 and growing!
www.competencecurve.com
https://twitter.com/CompetenceCurve@CompetenceCurvehttps://www.facebook.com/competence.curve.3https://www.linkedin.com/company/13587261/
Our Offices : Abu Dhabi | Colombo | Dubai | Doha | India | Muscat | SingaporeOur Clients : India | UK | Qatar | Dubai | Malaysia | Thailand | SingaporeOur Trainers : US | UK | Dubai | Australia | India | Sri Lanka | Singapore | Thailand
OUR FOOTPRINT
GLOBAL
The Great Eastern Centre,70, Ryder House, Nehru Place,
New Delhi -110019, IndiaTel : +91-11-42460000
Head Office - INDIA
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