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Talent x Mindset = Performance: Connection Series

When looking at Performance, there are many available angles to consider. Among the top are levels of Talent and levels of Mindset. Each contributes to your team member’s overall performance level, and each can be dramatically impacted by you as a leader.

Using a simple formula, Talent (scored from 1-10) multiplied by Mindset (also scored from 1-10), we can determine a projected Performance sum that is very useful when analyzing the individuals we lead. TxM=P… Talent times Mindset equals Performance… when reviewed with care, it can point us in the direction that we, as leaders, need to go when providing direction and support for our team.

Let’s break this all down:

  • Talent is the body of knowledge and skills that our team members possess and demonstrate. As leaders, we have complete control over what gets taught, what gets coached, and what gets reinforced and practiced. When determining levels of Talent, we need to look at proven evidence of what they know and can do. The process of validating these must be conducted intentionally and regularly as they ebb and flow throughout the development stages of their careers.

  • Mindset is the way team members think and feel about what they do. This is both intellectual and emotional in that their thoughts and feelings are connected and impact each other. We might not have complete control here as leaders, but we have a powerful influence. We influence how they think and feel by leading them in variable ways based on how they best respond, what they need, where they struggle, and where they succeed. The process of validating Mindset must also be conducted intentionally and regularly as they will continuously adjust as well.

When scoring TxM=P, the Talent and the Mindset levels are equal as to their impact on the overall Performance. This is critical to understand. We can’t separate them as they impact each other as well. When a person’s talent isn’t developed, it impacts their Mindset. When their Mindset isn’t considered, they will be less enthused about developing their Talent. Everything is connected, and we must build efforts to review these into our Leadership Rhythm so we don’t forget them.

We’ve determined that a good sum to shoot for when developing your team is 49 or higher. This “Rule of 49” has been shown to reflect those who regularly perform at the top of their peer group and impact those around them. You can score individuals on this formula overall as a team member, or use it even more strategically when assessing their Performance on specific tasks or initiatives.

These scores should not be shared with the team, as they are for your use as the leader. Remember the fact that you impact their score. Their Performance Score is actually your Performance Score as a leader. You have the ability to move and shape your team, connecting them to your purpose, your objectives, and expectations. Also… score yourself on the TxM=P scale and see how you fare. You may need some adjusting as well!


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