In the latest HCI Webinar, Dr. Jonathan H. Westover talks with Carla Fowler about mastering performance improvement. Below is a summary of the main points from their conversation! Check out the full episode and let us know what you think!
Watch the episode here:
Quick Recap
Jonathan and Carla discussed the importance of mastering performance improvement in the modern age, focusing on individualized coaching and mentoring, and the four key aspects of performance: strategy, execution, mindset, and biology. They also emphasized the need for real-time feedback, self-promotion, and a shift away from traditional performance management systems. The conversation concluded with Carla sharing her resources and Jonathan expressing his appreciation for the discussion.
Mastering Performance Improvement in Modern Age
In the meeting, Jonathan and Carla discussed the topic of mastering performance improvement in the modern age. Jonathan expressed his interest in finding effective ways to improve performance, given the rapid changes in the world of work. Carla, an elite executive coach, shared her background and her lifelong obsession with performance. She emphasized the importance of understanding what makes someone perform at a high level, both in social settings and professional environments. The conversation laid the groundwork for further exploration of performance improvement strategies.
Performance and Self-Efficacy in Work
Jonathan and Carla discussed the concept of performance, particularly in the context of physical and intellectual abilities. Jonathan compared the drive for physical performance in sports to the drive for intellectual and creative performance in the workplace. Carla agreed, emphasizing that performance is not only measured by external demands but also by personal desires and potential. They both acknowledged that overcoming challenges and achieving personal growth is a fundamental aspect of self-efficacy.
Shifting Performance Management Systems
Carla and Jonathan discussed the inefficiencies of traditional performance management systems and the need for a shift towards more individualized coaching and mentoring. They agreed that these systems often demotivate and waste time, and that organizations are moving away from them. Instead, they emphasized the importance of leaders taking ownership of their own performance and development, and having more human, connected conversations with their teams. Carla shared her approach to coaching, which involves breaking down performance into simple, practical principles that can be used independently. They concluded that the focus should be on individualized coaching and mentoring, rather than relying on clunky tools.
Performance Aspects and Strategy Clarity
Carla discussed the four key aspects of performance: strategy, execution, mindset, and biology. She emphasized the importance of clarity in strategy, effective execution, the psychology of motivation and confidence, and the impact of biology on decision-making and relationships. Carla suggested starting with the strategy or clarity aspect when working on performance issues, but also acknowledged that different challenges may require different approaches, such as focusing on execution or mindset. She used the example of developing a team's learning area, like AI, as a potential area for improvement.
Real-Time Feedback for Performance Management
Jonathan and Carla discussed the importance of real-time feedback and individualized approaches to performance management. They agreed that traditional systems, such as annual reviews, are disconnected from the actual performance and do not provide immediate feedback. They highlighted the need to understand individual challenges and needs to improve performance. Carla emphasized the significance of feedback, especially in fields where results are harder to measure, and how awareness of one's network can impact performance. They concluded that a more individualized and real-time approach to performance management is necessary.
Balancing Self-Promotion and Humility
Carla and Jonathan discussed the importance of self-promotion in performance management. They agreed that while it can be uncomfortable, it is necessary for one's work to be recognized and utilized effectively. They emphasized the need to strike a balance between self-promotion and humility, suggesting that sharing wins and highlighting team contributions can be a way to communicate value without appearing obnoxious. They also noted that self-promotion is not just about personal gain, but also about adding value to others and contributing to the team's success. The conversation concluded with the suggestion that individuals should lean into the edge of discomfort to grow and reach their full potential.
Performance Science and Coaching Discussion
Jonathan and Carla had a productive and enjoyable conversation about performance science and coaching. Carla shared her resources, including her website and LinkedIn page, where she posts conversations about performance science and coaching. She also encouraged the audience to reach out to her for more information.
Listen to the webinar here:
