Data shows that most people within organisations are operating at between 50% and 70% of their full potential. That is a significant under-utilisation of talent. How do we unlock our team’s full potential to ensure we’re getting the most of out of them?
Employees have the potential to deliver a certain level of performance; we call this ‘performance potential’. This potential includes their total capacity for commitment, effort, creativity and innovation. We want to know how much we’re exploiting the team’s potential and how much of it is left untapped.
As much as we need to know who our top performers are, we need to identify who’s performance is lagging. You can then support their growth so that you tap into their full potential or risk losing them. That’s where big data comes in. Big data can be used to measure, model and unlock the performance potential of ambitious units, leaders and their teams. It can be used to identify trends and patterns in employee effectiveness, productivity, motivation or engagement. It can help you design a high-performance team.
Current performance is only a snapshot of the talent available. Bear in mind that high performing employees may not necessarily have high potential. Employees who haven’t unlocked their full potential may excel in other tasks or on a different team, and this may, in turn, help unlock their potential. By using data analytics, you are ensuring that the right people are in the right roles, working in the right way.
While Data is becoming increasingly attainable, most organisations still don’t understand how to derive value from it. We use Pitstop Analytics by Growth Pitstop coupled with our high-performance coaching to help drive real value for the organisation, business units and teams.
We regularly see examples of organisations, business units and teams that are not fully maximising the talents, skills and abilities of their people. It’s so common that many of our clients are at a point where they’re willing to accept that this is the way things are.
Using the Growth PitStop methodology allows people in teams to engage in a process known as ‘cognitive reframing’. It enables them to begin challenging that idea at both a personal and team level. It also has a way of analysing the potential savings to be realised by cutting unnecessary internal meetings and other forms of collaboration waste.