Enhancing Performance

Few would disagree that the desire to enhance performance is a very positive aspiration for both individuals and for organisations who will always wish to maximise the productivity of their staff.  Interestingly, a brief search for “Enhancing Performance” on the internet reveals, high on the rankings performance-enhancing substances.  We hear much about this form of enhancement after major sporting events or as news headlines involving ‘doping’ among athletes.

Notwithstanding this, most programmes seeking to enhance performance concentrate on recognising and reinforcing good performance by the development of knowledge and skills, improved work environment as well as rewards (and punishment !).  Such ‘external’ motivators for improving performance are both logical and helpful. However, the well known ‘coaching equation’ describing performance as:


….suggests that some of the most important ‘interferences’ that prevent people reaching their full potential are to do with an array of behavioural phenomena taking the form of physical actions or observable emotions; largely driven by thoughts and feelings.

Many in the world of psychology and sociology believe that because behaviours are ‘hard-wired’ into our early emotional development they can only be changed effectively through addressing an individual’s emotional make up.

Eric Berne expounded in his theory of Transactional Analysis that children adopt one of four “Life Positions” in their early formative years as a basic survival strategy.  The “Position” adopted would then go on to form the basis of their “Scripts” and in turn unconsciously underpin their behaviour in Adulthood.

However, Berne went on to explain that when we become Adults we have an option of making full use of grown-up resources and that when we do so these decisions are ‘script-free’ or autonomous. However, we need to understand our (unconscious) life plan in order to challenge and unpick it so that we have a better opportunity to change behaviour and maximise performance in whatever endeavour we choose.  When making an autonomous decision we are dealing with the here-and-now reality as the adult.  This autonomous decision making with or without therapy can be carried out when self awareness is raised to a point where an individual’s mind is ‘open’ to change and the choice to do so is made and carried out.


About adob4sight

I am a coach, facilitator, and coach supervisor who works with key decision makers in business as well as private individuals, helping them maximise performance at work or in their lives outside the workplace. At 4sight Communications we work predominently with individuals in a one-to-one relationship facilitating the adaption of behaviours and attitudes to improve performance. Particular areas around which assistance is sought are: communications, leadership, relationships, work/life balance, addressing change and conflict, time management, goal setting and clarifiation of values. We also conduct team facilitation and coaching for middle ranking and senior teams of up to 10 persons. We are qualified to administer and interpret a series of psychometric assessments - ranging from 'personality profiling' to measuring an individual's 'mental toughness quotient'. All assessments are followed up with one-to-one sessions clarifying and facilitating areas indentified for development. One of the psychometrics used can be adapted for the recruitment of senior staff with the organisation able to input criteria for a particular post. We have qualified coaching supervisors who will provide a service for both professional coaches as well as 'internal company' coaches to ensure that not only the coach his/herself is properly developed, but also the interests of the client/coachee are served and ethics are adhered to. If you are interested in any of the 'above', get in touch !
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