PERFORMANCE INTELLIGENCE

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ALIGNMENT FRAMEWORK

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Performance Intelligence (PI) is the capability to align “left-brain” rational strategy actions with “right-brain” emotional culture behaviors to get outstanding results and stakeholder engagement.

The term Performance Intelligence® was first coined in the book "Performance Intelligence" by Clément Cohen ​which is in the process of publication. 

"​We could reasonably claim to be freeing-up 15'840 hours from meetings, some 200 hours for each of our 80 leaders...

Baxter BioScience runs a 24 / 365 / 7 research and production plant. Time is of essence, quality non-negotiable and innovation is the name of the game.  Click and discover why our "Brillant Meetings" module got its name...

The one day 'From Boring to Brilliant meetings" workshop resulted in reducing overall time in meetings by 30%. Our pre-survey and outlook exchange calendar data estimate was 52'800 hours of meetings a year. Some 15 hours per week per leader. We could reasonably claim to be freeing up 15'840, some 200 hours for each of the 80 leaders, that's like them having an extra five weeks a year!

Your workshop programs are not just training, they are something else. It's transforming how we perceive each other at work, how we do things around here, how to behave as one big team. Having practiced using them the day before, the tools and templates seem easy to integrate. This is a very positive outcome for our transformation towards a high performance culture, like a breath of fresh air, uplifting. Merci et à bientôt.

Baxter BioScience Leaders, Switzerland

"we are all crazy busy, so this is like a breath of fresh air, uplifting...

Four Observations

Organizations who have their Culture and Strategy aligned succeed even in the most grueling of circumstances.
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Equally, most catastrophes can be attributed to risk originating from a misaligned organization. 

82% of corporate executives we polled said that their organizations still did not have “The Critical Elements of Teamwork” in place.

Yet we often prefer to blame outside factors, and cut costs instead.

Simultaneously impacting all senses is the best way to maximize the chance of influencing and changing many different types of people.
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Increasingly, we require a wider set of soft skills.

It is easier to train a skill like accounting than it is to change a belief, attitude or behavior.  Which is more often the problem.
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Affecting a large group will open the way for others to follow their example.

OVER 1,000
​EMPLOYEES TRAINED

BASED IN
OVER 35 COUNTRIES

Four Conclusions

Success breeds success, as does fast tangible results.

​Which is why we are so obsessed about it.

Simple pragmatic tools and templates applied consistently by everyone, bring better results than complicated tools used by only a few.

Your people will change only after they are convinced something works, only after it has saved them time and only after it has given them fast results.
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Which is why getting results by practicing in a safe environment comes first.

Your receptionist might be the most creative thinker.  Unfortunately, most organizations wouldn’t know it, let alone, capitalize on it.

Unleashing your hidden talent empowers your people and widens the resource pool you can lean on.