PERFORMANCE IN MOTION

 

Whether we think in terms of an individual, a team, an organization, or even a whole society or civilization, efficacy boils down to taking right action at the right time. From catching a fly-ball, to striking the right tone when telling a joke, to shifting a meme that reshapes the course of a nation’s history, how we reason, relate and act makes the difference.

Knowing what behavioral propensities are needed when and being able to bring them to bear at the right time is key for high performance. But how can we know?

 
 

NATURAL SYSTEMS ARE DYNAMIC AND EVOLVING

Arthur M. Young (1905 –1995), an American inventor, helicopter pioneer, philosopher, cosmologist, and author developed a comprehensive system for understanding the relationship between physical law and the human experience. Young’s process theories provide a way to think about how things evolve from potentiality into actuality, creating ever more complex manifestations of life, including the emergence of consciousness.

We have developed a system of Dynamic Functionality Models that help users apply these process theories in every day life. Drawing inspiration from the works of several pioneers - Jack R. Gibb, Allan Drexler, David Sibbet, Russell Forrester, and Larry M. Cash, these models describe the relationship between specific measurable behavioral preferences and important weigh-stations when trying to bring an intention to fruition. These models provide users with a unique and powerful perspective on how to enhance personal self-efficacy as well as team and organizational functionality.

How do they work?

Each of our three models track the natural sequence that must be followed to successfully manifest a desired outcome. Much like the arc of a bouncing ball, they move from the greatest degree of freedom at the point of conception through to the maximum point of constraint when potentialities are collapsed into determined actualities, and then back into freedom as execution encounters real opportunities and constraints. This arc is akin to perceiving a and pursuing a business opportunity to the point of closing a deal, and then launching into fulfillment of the contract.

Each model takes the user through four levels of clarification, beginning with meaning and purpose, through relationship and engagement, to goal definition and task sequencing, and finally the choice point which determines viability from legal, resource, and financial viability perspectives. The logic of this arc is to ensure that all layers of harmonizing and coherence-building are observed in the effort to achieve a desired outcome – call it lining up the ducks.

  • The Individual Model helps a person understand the impacts of their specific behavioral propensity profile, so they can make informed decisions on when and where to take compensatory actions.

  • The Team Model helps members understand how they individually contribute to a team, and where the team is likely to struggle and excel based on their combined aggregate behavioral propensities, so they can adjustment behavior and team composition as needed.

  • The Organizations Model helps decision-makers understand the performance implications of patterns in aggregated behavioral propensity data at different levels of a leadership structure, so they can take steps to re-balance, if needed, through systematic behavioral diversification.

The nested nature of these three models makes it easy for users to visualize the cumulative impacts of behavioral propensities, and engage with others around enhancing functionalities that are important to high performance. Leveraging the predictive power of SuccessFinder behavioral propensity data, they form the backbone of the improvement approach that we call Propensity Management.


What exactly is Propensity Management?

Propensity Management is a rigorous, multi-level improvement methodology that equips all members of an organization to work with aggregated workforce propensity data. It makes it possible for organization performance improvement specialists, organization designers, organization development practitioners, talent managers and all workforce members to work together to systematically explore and enhance their organization’s human system functionality, for the benefit of individuals, teams, and the entire organization.