Progressive Performance Model
In this section, we want to explain the Progressive Performance Model. This is the model we use to structure our workflow and it illustrates how to improve the performance and change readiness of an organisation.
The adjacent image is of the Progressive Performance Model™. This model was developed by The Change Gym and its staff.
Structure of the Model
The Model takes the form of a large triangle (the Delta, or change symbol), four smaller triangles, and another four-sided shape.
The Letters
PP stands for Progressive Performance. We distinguish between three types of performance – professional performance, progressive performance, and profitability performance.
- Professional performance relates to how well a person performs their job role (their professional knowledge, skills, and attitudes that influence how well they perform their tasks).
- Progressive performance refers to an organisation’s readiness to progress towards its goals, vision, and mission. The Progressive Performance Model seeks to improve this type of performance.
- Profitability performance relates to how profitable an organisation is relative to similar organisations in similar environments.
GCR stands for Global Change Readiness. It represents an organisation’s aggregate change readiness (progressive performance capability). The aim is to increase this quotient as much as possible. You could think of GCR as the fuel in the tank of your car and PP as what you can do with that fuel. The more fuel you have (GCR potential), the more progress you can make.
The Lower Three Triangles
Progressive Performance and Global Change Readiness emerge as you work on the three triangles in the lower half of the Progressive Performance Model. Let’s look at these three triangles now.
The Middle (Blue) Triangle
This triangle relates to individual change readiness—what is happening inside people’s heads and how it affects their performance. This involves two things:
- CP stands for the Change Process. The change process is not primarily about change. It is primarily about how people think and behave when they make changes. Understanding the patterns in thinking and behaviour that lead to successful outcomes is critical.
- CF stands for Change Fitness. Change fitness refers to the psychological resources that empower people to be successful in the change process. The more of these resources people have, the more likely theyt are to succeed at change – especially when it is challenging.
The Lower Left Triangle
This triangle relates to leadership. We will consider three areas here: SR, CVR, and ER.
- SR stands for Strategic Readiness. Although this is treated as a leadership skill, you will note that it is in a double-sided arrow that stretches across all three lower triangles. This means that, although it is a leadership skill, it needs to be embedded across the entire organisation. All workers should be strategic in how they think and perform their roles.
- CVR stands for Customer Value Readiness. Change readiness involves all stakeholders, including customers or clients. The organisation’s progress depends, in part, on how ready they are to provide value to the customer.
- ER stands for Engagement Readiness. Progress cannot happen unless people get involved and are ready to engage. Leaders must understand how to engage people in activities that lead to change, growth, and progress.
The Lower Left Triangle
This triangle relates to the organisation as a whole. We will consider two areas here: CMR and CR.
- CMR stands for Change Management Readiness. Readiness to engage in change management activities should be an organisation-wide priority. It is not simply the domain or concern of dedicated change managers.
- CR stands for Cultural Readiness. If an organisation has worked to improve all the other areas listed above, it will already have done much to improve the readiness of the organisational culture to adapt. However, there are yet other issues to discover.
Emergence
Progressive Performance and Global Change Readiness are emergent properties. This means they emerge and grow as you develop the three triangles at the bottom of the Model. It is on these three triangles that you should focus your efforts.
We recommend that the best place to start is usually with individual change readiness – the change process and change fitness. The reason is that all change is ultimately personal. Workplace changes affect how people feel, what they know, their habits, their anxieties, and their readiness and propensity to learn something new.
Like to Know More?
Why not join us for an introductory session? It is free and will help you learn and decide whether change readiness is right for you. Click on the button below to select a suitable time.
