The heart of the onion
Following on from my recent post about evolving our approach to workplace performance, I want to dive deeper into the heart of the ‘performance onion’ – into the personal bag of beliefs, attitudes, motivations and behaviours that each of us brings to our work.
As I said back then,
“The person, and everything they bring with them is right in the centre and everything builds from there.”
The sixth box
Attitudes and motivation – traditionally the sixth (and last) box of Thomas Gilbert’s Human Performance Technology matrix to be tackled – was considered the most difficult and costly to change. Everything before that (comms/info, resources, incentives, learning/training) were prioritised as ‘quick-wins’ that needed less budget.
Perhaps that’s why so many leaders ask for changes to just be ‘comms’d out’ and a few online training modules thrown up (then wonder why the change fails to stick).
The ‘sixth box’ was the one that always intrigued me the most – probably down to a dysfunctional upbringing and need to understand my own behavioural patterns. I wanted to undersatnd what defines one person’s attitude versus the next? And how do you navigate those attitudes to engage and motivate on an invidivual and group level?
20+ years of exploration and reflection have answered these questions for me. The answers run deep – into our fundamental conditioning. That’s why I decided to expand my transformation toolkit with Rapid Transformation Therapy, specifically to address that sixth box… and here’s how and why it works.
Good foundations will supercharge your change / improvement program
While organizations invest heavily in skills training, technology, new Target Operating Models and process improvements, overlooking the foundational performance driver: the individual’s internal operating system will undermine all those other investments. And by that I mean:
- Beliefs about self-worth, capabilities and value
- Unconscious attitudes toward authority, collaboration, change
- Behavioural patterns rooted in past experiences and conditioning.
All of which directly impact how we show up, engage with our work, and contribute.
Addressing core beliefs and self-worth
Deep-seated beliefs about competence and value have a significant impact on performance and engagement. They dictate many of our choices when it comes to change, growth, achievement, development. RTT helps individuals:
- Root out and reframe limiting beliefs that create self-doubt, imposter syndrome, performance anxiety, fear of change and/or failure
- Build authentic confidence based on understanding their true capabilities rather than external validation
- Develop the emotional muscle to handle change, challenges, feedback and setbacks constructively.
Creating sustainable motivation
RTT gets straight to the root causes of performance issues, bypassing our ego’s defenses that maintain the familiar comfort zone. Getting into the subconscious uncovers the internal dialogue that’s really running your show. And once you’re in there, you can assess and change the record that’s been playing for years. That’s where you can create sustainable motivation, which doesn’t depend on external rewards alone.
Thought leads to decision, and to action – so with a new, healthy internal dialogue running, you can:
- Break cycles of procrastination and avoidance
- Stop needing to people please, and set healthy personal boundaries
- Improve communication and forge better interpersonal relationships
- Develop healthier responses to pressure, workload demands and workplace dynamics.
The organizational impact
When individuals transform their internal operating systems, the places they work in will feel the benefit.
People come to work with a can do attitude, and positive outlook. They’re much more likely to take on a challenge, solve problems take more risks – which is the only way for growth to happen on every level.
A truly holistic approach to performance
RTT offers a way to address that trixy sixth box, clearing the ground for change and improvement programs to land, and amplifying their impact.
It directly addresses the human element that makes all other parts of a performance improvement intervention get through and touch down effectively. When employees have a clear and deep understanding of their internal drivers and patterns, the tools to manage them, and authentic confidence in their worth and capabilities, they become more receptive to change, more engaged with the world around them, and more resilient in the face of challenges.
Ready to explore how RTT could transform performance in your organization or your own career?
Book a free consultation call to discover what RTT could enable you to achieve.
What beliefs or behaviors do you think might be holding back performance in your workplace? Share your thoughts in the comments below.
#RapidTransformationTherapy #WorkplacePerformance #EmployeeDevelopment #Leadership #OrganizationalChange #RTT #PerformanceOptimization
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