discover with us the science of performance · and process work dr. leslie wilk braksick unclock...

Discover with us

TMTHE SCIENCE OFPERFORMANCE

S C I E N C E O F P E R F O R M A N C E

Purpose Is Our Fuel

OUR CREED

At Competence Curve, we recognize the effectiveness of simplicity. We are committed to a simple purpose: Bring out the best in others, and enable progress! We infuse this purpose in all that we

do. We are curious and creative and live on the learning edge. We constantly innovate and use latest learning technologies and content to provide world-class learning experience.

The C

ompete

nce C

urve

Operatin

g Prin

ciples

Focus onoutcomes/

results

Thinksystemically

Add value

Establishpartnership

Employ asystematic

process

Be datadriven

CC’S PERFORMANCE ENHANCING PRODUCT MATRIX

IndividualContributor

PeopleManager

Manager ofManagers

FunctionalHead

BusinessHead

LeadershipJourney

PerformanceEngineeringModel

CapabilityBuilding

ExecutivePresence

CulturalTransformation

(12 - 18 months)

(3 months)

PersonalTransformation

(2 months)

BuildingAuthentic Dignitas

PersonalBranding

BoardroomPresence

WASPTeam Co-Action FTMP / Influencers

for Success

Leadership Challenge

Leadingthe Culture

High Potential Journey(6 - 8 months)

Adapting Gravitas(3 - 6 months)

Leadership Branding(6 - 9 months)

The 5 Dysfunctions of a Team(6 months)

Executive Coaching(6 - 8 months)

Leading Self / Others / Business Journeys(9 - 18 months)

Living the Culture

(6- 9 months)

Sales Performance Service Performance

Managing EmployeeProductivity

Business PerformanceManagement

Reinforcing the Culture

APPLIEDBEHAVIOURAL

SCIENCE

Managing Business is about

Managing Behaviours

Effective strategy executionEfficient processSustainable organizational culture

It’s that variable entirely in ourcontrol – the behaviour of individualswithin the organization.

Behaviour is the

enabler that makes strategy

and process workDr. Leslie Wilk BraksickUnclock behaviour, unleash profit

Applied Behavioural Science (ABS) is the missing ingredient that can turn things around dramatically by being the secret behind:

The basic model or tool used to understand behaviouris known as an ABC Analysis.

The Fundamentals of Behaviour and Conditioning(The ABCs - Three-term Contingency Model)

Behaviours(Actions)

Anything thatpromptspeople to act

What we do

Events and Objects a personreceives, (or loses) as a resultof his/her behaviour

What we say

Discriminating ConditioningControl “Feedback” Loop

Defining/Casual ConditioningControl “Feedback” Loop

Consequences(Effects of Behaviour)

(Before Behaviour)Antecedents

The Effects of Behavioural Consequences(Predicting and Controlling Behaviour Probabilities/Frequencies)

Extinction: witholding of previous reinforcement (nothing happens) The basic model of "ABC" provides us with a useful tool for analysing human behaviour. By examining this behaviour and the attendant job situation/environment, we can positively alter elements that affect work behaviour.

AntecedentsOccur before a behaviour and cause it to happen

(e.g., goals, work procedures, training,

communications).

BehaviourIs anything a person says or does (e.g., learning new software, writing a report,

following work procedures), or

alternatively, the failure to do any of these things.

Follow the behaviour and are a strong predictor of

whether the behaviour will be seen again (e.g.

feedback and coaching, personal satisfaction of a job well done, procedures

that are easy to follow).

Consequences

Consequences that increase behaviour

Frequency ofResponse

Frequency ofResponse

Behaviour

1. PositiveReinforcement (r+)

2. NegativeReinforcement (r-)

3. Punishment (p+)

4. Penalty (p-) (Penalized)

(Punished)

(Relieved)

(Rewarded)

Note: Not to Scale

1. Presenting something stimulating

2. Removing something aversive

3. Presenting something aversive

4. Removing something stimulating

Consequences that decrease behaviour

SOLUTION LINELEADERSHIP

JOURNEY

Co-Innovate to Transform at Personal,Organisational, and Business Level

Every organisation needs strong leaders to chart its course effectively and profitably. Current and future leaders can benefit from specific and proven techniques that enhance their abilities to lead.

In the dynamic age of competitiveness and disruption, it’s critical to prepare your leaders for every possible challenge that may come their way.

At CC, we ensure that leadership development and business growth go hand-in-hand. Our journey’s are designed to ensure leaders experience measurable growth in themselves and translate it to business results.

Whatever level of leadership you’re looking to develop within your organization, CC has a solution.

We tailor each Journey to the organization’s leadership style, culture, and the specific needs and preferences of the audience’s level of leadership.

We incorporate the right blend of formal and informal components to optimize the ROI and maximize learning “stickiness” that change behaviours and transform leaders.

We design unique Journeys for strategic development and with practical application intended for groups, cohorts, or teams of leaders.

Leadership Journey Framework

20 COMPONENTSTypical Journey

Length 9 to16 months

03Measures of

Success /Momentsof Truth

01Pre Work

04Individual

DevelopmentPlan (IDP)

02Kick-OffSession

08Action Learning

Project (ALP)

09Mentoring

Session – Individual/ Group / Cohorts

/ Team

10Coaching – Individual

/ Group / Cohorts/ Team

05Learning Event -

Lead Self

06Learning Event -

Lead Others

07Learning Event -Lead Business

11Sustenance Tool -

Leaders Uncut

12Sustenance Tool -

Stories ThatIgnite

13Sustenance Tool -

LearningJournals

14Sustenance Tool -

Dashboard

15Check-InMeetings

16Role Plays andBusiness Case

Study

17Assessments

18Leveraging Social

LearningPlatform

19Project

Management

20Post Work and

Evaluation

SOLUTION LINECULTURAL

TRANSFORMATION

Co-create and Leverage Ecosystemsto Drive Growth

Organizations have unique cultures, and it’s important to understand that “one size does not fit all.” We believe that to bring about cultural transformation, you not only have to change the values and behaviours of the current leaders but you also have to change the values that are embedded in the organisation’s policies, systems, and procedures. Our cultural Change Initiative uses the Applied Behaviour Science Model. It begins with understanding clearly what the “from” is, before articulating what the “to” should be. Understanding this comes from the information which is gathered before the culture transformation begins, using tools such as: 360º, Focus Groups, High Potentials, and Executive One-on-Ones.

CUSTOMERCENTRICMINDSET

SIMPLICITYORIENTEDMINDSET

ENTREPRENEURIALMINDSET

COLLABORATIONMINDSET

Deliver the most compelling customer experience possible

Become equally adept at managing paradoxes for organizational transformation

Commit to streamline processes, behaviours, and products

Constantly innovate, create value and generate opportunities

Break out of silo, be growth focussed, and move from “Me” to “We”

DIGITALLEADERSHIPMINDSET

HIGH PERFORMANCECULTURE ELEMENTS

FrameworkCOMPONENTSTypical Journey

Length 18 to24 months01

02

03

04

05

07

06

08

09

11

10

12

13

15

14

16

Pre Work

Questionnaire

Mindsets /Competencies–

Old to New

IndividualDevelopment

Plan (IDP)

Learning Event-LIVING the

Culture

Learning Event-LEADING the

Culture

Learning Event-REINFORCING

the Culture

Cultural ActionTeam (CAT)

CultureExperiments

Coaching– Individual/Group

/Cohorts/Team

CascadingCulture

SustenanceTools

Assessments

ProjectManagement

Leveraging SocialLearningPlatform

Post Work andEvaluation

Dive Deeper with focussed purpose and clarity

SOLUTION LINEPERFORMANCEENGINEERING MODEL

Every organisation needs to encourage excellence. It's crucial that an environment that fosters the pursuit of the best workplace practices is created. Institutionalising best practices is the foundation for the creation of a high-performance culture. A high-performance culture

allows organisations to become dynamic within rapidly-changing business landscapes. At CC, we use the Gilbert’s Behaviour Engineering Model (BEM) to identify and tackle barriers to individual and organisational performance.

The Behaviour Engineering Model for Diagnosing & CreatingConditions for High Performance (Behaviour = P*Es)

Mis

sion

Crit

ical

Bus

ines

s Re

sults

Performance = [Pr(Personal Repertory) *Es(Environment Supports)]

Antecedents(Information) (Instrumentation) (Motivation)

Behaviours Consequences

Envi

ronm

enta

l Sup

ports

DATA INCENTIVES

KNOWLEDGE CAPACITY MOTIVES

Relevant and frequent feedback about the adequacy of performanceDescription of what is expected of performanceClear and relevant guides to adequate performance

Adequate financial incentives made contingents upon performanceNon-monetary incentives made available / contingentCareer development opportunities contingent

Tools and materials of work designed scientifically to match human factorsProvide aids that impact behaviour

Assessment of people’s motive to workRecruitment of people to match the realities of the situtation

Flexible Sheduling of performance to match peak capacityPhysical ShapingAdaptationSelection

Scientifically designed training that matches the requirement of exemplary performancePlacement

1 3

4 5 6

A B C

Es

Pers

onal

Rep

erto

ry

Pr

Resu

lts

INSTRUMENTS2

We ensure that the performance is embeddedinto your culture by working on 2 levels

Individuallevel

analysewhat the

individual bringsto the

performanceequation

Organisationallevel

focuson the work

environmentfactors that encourage orimpede

performance

SOLUTION LINECAPABILITY

BUILDING

Evolve Immediately

C-SuiteCoachingFramework

Establish thescope of thecoachingrealtionship

Explore behaviourpatterns &performancerequirements

Embed Leadership stylethrough application ofhand wired patterns.

Embed

Explore

Establish

Today’s constantly evolving and increasingly demanding business world calls for evolution and development through ability to build new capabilities. The core capability for building capabilities in

organizations is though coaching. We offer a range of capability building solutions and tools to help your workforce get the most out of themselves.

360 DegreeAssessment

Improve managerial effectiveness by

providing the manager with a more complete

assessment of the

employee’s

effectiveness, their performance and

development needs.

PsychometricTests

Measure the skills, knowledge, abilities, attitudes and personality traits of an individual. You may choose from an array of the tests, most common ones:

Situational Judgment Tests (STJs)DISC Behaviour InventoryHogan Personality Inventory (HPI) Myers Briggs Type Indicator (MBTI)The Big Five Personality Occupational Personality Questionnaire (OPQ 32)

BusinessSimulation

Create a real-time simulated environment using engaging games that are based on strategic and functional aspects of management.

High ImpactCapability BuildingWorkshops

Our Capability Workshops include:

• Leadership Challenge• Winning Attitude for Successful Professionals• First Time Managers Program• Platinum Rule Program

Large-scaleInteractiveProcess (LSIP)

Use an affective intervention to bring a large cross–section of organisational employees to come together and formulate an action plan for resolving any inadequacies in order of priority.

To enable the Leadership with thetoolset, skillset & mindset of a coachwe use the 3 stage framework:3E

MODEL

SOLUTION LINEEXECUTIVE PRESENCE

Be Bold, Be Creative,

Make the Right Impact

When you think about powerful leaders in your organization…or anywhere for that matter…who all comes to your mind? Can you figure out what’s common to each one of them? These individuals exude a “wow factor”.

They often speak up, use strong and clear language, communicate with passion and energy, and display positive body language by standing tall, making eye contact, offering a firm handshake and using an authoritative tone of voice.

Suzanne Bates' in her bestseller All the Leader You Can Be states that these individuals exhibit Executive Presence - the ability of the leader to engage, align, inspire, and move people to act.

Personal branding is absolutely inevitable at C-Suite Coaching since

the individuals become the brand ambassadors of the organisation at the top most hierarchy. As a matter of fact, we are the CEO's of our own company: Me Inc. To be in business today, our most important job is to market the brand called YOU.

One of the most imperative aspects of Executive Presence is Personal Branding which is the practice of individual marketing themselves and their careers as a brand. While cliché practices of leadership has been about self management, the modern school of theory emphasises on self packaging and reacting it in every inch of the behaviour.

Executive Presence can be developed easily as all it requires is a baseline of self-confidence and a willingness to deal with unpredictable situations that come with executive leadership responsibilities.

Executive Presence (EP) Pillars

Create LastingFIRST IMPRESSIONInfluence, Involve, and Inspire

Gravitas(Collective trait demonstratedthrough conduct)

Etiquette(Traits used to communicatevisually)

Appearance(Noticeable trait that createsa credible image)

Semantics ofBusiness World

Controlled Expressionsand Gestures

Kinesics and Proxemics

Para Linguistics

Professional Style Scale

Colour Psychology

Media Presence

ProfessionalAccessorizing

Assertiveness

Resolution

perception

Articulation

Allegiance

Authenticity

OUR TEAM

Courageous transparencyin thoughts and actions

Dr. Sanjay Salooja

CEO & Founding Partnerat Competence Curve

Suraj Choudhary

Leadership Expert and CXO Coach

Leadership TransformationFacilitator

Pradeep Chakravarthi–EX McKinsey

Anand Tendolkar

McKinsey External Facilitator& Ted Talk Speaker

Shyam Malhotra

Executive and BusinessTransformation Coacht

Richard Bowles

Strategist & KeynoteSpeaker

Ajay Chaudhary

Coach, Facilitator & Advisor

Sonali Chabbra

Ex-McKinsey BusinessAnalytics Specialist

Rajeev Shroff

Executive & BusinessCoach

B. Krishnamurthy

OD, Change ManagementPractitioner & CEO Coach

Mohan Tiwari

Leadership Consultant

John Ferguson

Lead Senior Consultant

Tony Parrottino

Management ConsultingPerformance Engineering &Change Management

Andrew Wright

Partner Development andMarkets Learning leader forEY across EMEIA

Former Dean at InternationalSchool of Project ManagementMembre at Mouvement Démocrate

Thomas Bain

OUR CLIENTS

Build long lasting business relationships

We work with the Top Brands and Organizations like:

…already over 150 and growing!

discover with us the science of performance · and process work dr. leslie wilk braksick unclock...

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