REAL PERFORMANCE ©

WHAT IS REAL PERFORMANCE©?
REAL Performance is a powerful facilitated process that develops Responsible, Evolving, Accountable Leadership in the workplace.

WHAT IS THE PURPOSE OF REAL PERFORMANCE©?
The purpose of REAL Performance is the achievement of designated outcomes through a challenging accountability process that identifies and capitalizes upon individual and team abilities and identifies and reduces individual and team liabilities.

HOW IS REAL PERFORMANCE© DIFFERENT FROM TRAINING?
REAL Performance is a facilitated process that focuses on the application of existing skills and knowledge rather than the creation of new information and skills.

REAL Performance results in immediate value rather than the promise of future value due to a challenging process that requires participants to be identify and discuss real life work issues in an open and accountable forum.

REAL Performance identifies individual and team strengths as well as weaknesses and in turn, requires participants to establish and achieve meaningful performance focused outcomes for the purpose of mutual gain and organizational success.

REAL Performance can engage multi-level teams or departments of different sizes and function in a horizontal process.

WHO SHOULD ATTEND REAL PERFORMANCE©?
Any team, department or group, regardless of size or function.

WHEN TO UTILIZE REAL PERFORMANCE©?

• Organizational change or restructuring is going to occur
• Buy-in to leadership and organizational vision is necessary
• Productivity or customer service issues exist
• Communication, conflict or teamwork issues are apparent
• When deadlines or project management challenges present
• In developing or achieving strategic plans
• A problem solving mechanism is required
• Conflicting interests among departments, teams or between individuals are in evidence

HOW TO ASSESS PARTICIPANT READINESS
To benefit from REAL Performance, participants must be able to answer "yes" to the following questions:

• Are the participants an intact team, group or department?
• Do they have the potential to receive and deliver constructive feedback?
• Would the participants be able to collaboratively identify and achieve designated outcomes?
  

PROGRAM DURATION:
The REAL Performance process can be one day in length or run over a series of days depending upon such factors as the complexity of the designated outcomes, the number of participants and the levels of authority involved.