The Application of Sport Psychology to Business Performance Profiling

This year, Football’s Finest have travelled to Brazil to compete in the World Cup finals. Millions are spent investing in top athletes to help them perform at their best but can similar psychology work equally well in business?

Performance profiling for key individuals can determine skills, strengths and future potential. Is the left-back a better striker? Would the tele-marketer be more effective on the shop floor?

The basics of performance profiling begin with a list of attributes to be assessed. These may include confidence, concentration, motivation, awareness, mental agility, inter-personal skills, and so on. If we were assessing a footballer or soccer player, we may include goal-scoring ability (left foot), goal scoring ability (right foot), goal scoring ability (head).

In business, each of the selected attributes will be assessed on a scale of, say, 1 to 10 by both the individual and his or her mentor/boss (10 is the goal).

The individual being assessed has coloured in the chart with blue to indicate the level he or she believes describes the current progress. The ‘boss’ then adds an independent assessment. In this illustration, the two assessments are similar in which attributes are stronger and which are weaker even though there is a difference in the level. This enables the boss to identify areas for improvement, education or training; it may also lead to adjustments in the job role as there may be tasks within the company that the individual is better suited to undertake.

Careful consideration is necessary to prepare the chart with some tweaks over time but the execution is quick, simple and effective, with enormous benefits to the employee, the management team and the overall well-being of the organisation.

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