Identifying Your Peak Performance Gap

As the new year approaches, many of us will be thinking about a New Year’s resolution. Many people have high expectations of themselves and seek to perform at Peak Performance levels they have not yet achieved.

Maybe FS/A can help . . . Over the past two decades, we have developed the FS/A Peak Performance Evaluation with our clients. If you like, you can download this evaluation to use as a reference to assess your current performance compared to your desired expectations.

The FS/A Peak Performance Evaluation

There are three categories in the Peak Performance Evaluation:

• Organizational Culture Fit – purpose, vision, and core values
• Job Competency Fit – natural talents, learned skills, and knowledge needed
• Job Behavioral Fit – purposeful behaviors, positive energy, passion for the job, desire to learn and grow

You can select the leadership role you hold—for example, as a parent, manager, or other responsibility you would like to improve.

Step 1 – For each assessment component, describe your desired Peak Performance in the role you chose.

Step 2 – Honestly assess where you are for each component compared to your desired performance.

Step 3 – Of the components with a performance gap, which is the most important to you to close?

Closing the Performance Gap

Each of us is on a personal Peak Performance journey to close the gap between where we are and where we want to be. The journey capitalizes on the successes and challenges that help us refine our actions and set a new standard for Peak Performance. Critically, the assessment results are the basis for the game plan for improvement. We are on the move, on a continual growth journey toward our vision of what we can become. Human nature continually challenges us to become who we are meant to be more fully. On this journey that never ends, we just get better.

Humans are driven to strive for continuous improvement, but we first need to know where we are in relation to our desired Peak Performance.

Next week, we will share methodologies to aid in closing the gap we desire to be closed.

Feedback from an FS/A client, the CEO of a consumer products company

“Before we worked with FS/A, performance reviews were about what you produced without regard to how you produced it. The reviews didn’t consider how you treated people and those types of things. We now continue to assess performance, but the definition of Peak Performance Culture puts a premium on our values. We have people self-assess: Tell us how you’re living up to this specific value. It’s changed our perspective on evaluations from a ‘must-do’ to a ‘want-to-do.’ It’s also changed what success looks like for our people. I like to get stuff done. But what I didn’t realize until this work was the importance of how we get the work done. We were inside our heads, just charging ahead, without regard to the impact on others. But we were breaking apart because of personal relationship issues. FS/A has helped us connect the dots . . . our success is directly related to the energy we provide, and that has to do with how we treat each other. Our performance evaluations now enable us to create habits that reinforce who we are at our best.”