Peak Performance Programs

You don’t have to win the Tour de France or the Masters Golf Tournament to be a Peak Performer.  What drives someone like Lance Armstrong and/or Tiger Woods to achieve consistent and phenomenal success?  Is it something a person is born with, or is it something a person can acquire, develop and perfect?

Peak Performance is not an accident – it is learnable.  There are critical “Success Factors” that when acquired, developed and perfected lead to lasting achievement and success.  The two most important “Success Factors” are a “Can Do” Attitude and Mental Toughness.

BreakThroughs, Inc. Peak Performance Programs reveal how to adopt and develop these “Success Factors” to improve the performance, productivity and results of managers, teams and individual contributors.

Assessment

Benchmarking Competencies & Measuring Results

BreakThroughs, Inc. offers a series of assessment tools that not only examine core competencies necessary for success, but also examine the way people think, behave and apply skills in the work environment. Assessments identify individual strengths and reveal areas for improvement. They help shape each Peak Performance Program and identify solutions that will produce the greatest results.

Several assessment tools are utilized by BreakThroughs, Inc. to help each participant gain maximum benefit from their training experience. These tools help the participant to better understand their own very unique strengths as well as those areas in need of development. Once the program is completed each participant is reassessed to measure the impact of how they applied what they learned to positively improve performance and impact bottom line results.

BreakThroughs in Attitude

How Attitude Affects Performance & Results

Research has proven that people with "CAN DO" attitudes work harder, persevere in the face of obstacles, and have higher expectations. Too often in business, organizations rely on product knowledge and skills training to improve performance and increase productivity. Although both improve competency, neither addresses the need to develop positive employee attitudes. Unless people have the right attitude, no amount of training will improve performance. People who are confident in their capabilities think, feel, and behave differently from those who don't.

Participants at the end of the program have an opportunity with our expert guidance to “break a board” with their bare hand.  The skills and mindset necessary to “break a board” can be immediately applied to their work and demonstrate that they “CAN DO” the seemingly impossible.

Mental Toughness

The Mindset of a Peak Performer

What is Mental Toughness?
Mental Toughness is a phrase often used in athletics, but the concept is just as relevant and important in the business world. It is generally defined as the ability to be and remain focused, relaxed and at the highest skill level regardless of the stress/adversity of the situation.

As fans, most people have watched in awe and admiration the performances of Lance Armstrong and Tiger Woods. Both are able to embrace pressure, use it to their advantage and perform at the highest level possible.

So what can be learned from these two elite athletes? Is the life of a business person that much different from Lance Armstrong's or Tiger Wood's? The answer is NO! – It's not that much different. The business person is asked to learn new skills, acquire new knowledge, execute flawlessly, achieve quota/objectives and do so while under pressures from competitors, organizational constraints and deadlines.

To achieve the seemingly impossible in today's business world requires Mental Toughness. Research has proven that Mental Toughness is not an inborn DNA trait, but rather one that is learnable and when acquired, developed, and perfected leads to lasting achievement and success.

Reinforcement & Follow Up

Profiting From an Investment in Training

The most commonly recognized strategy to improve performance and increase productivity is training.

Training consists of instructional experiences designed to develop new skills and knowledge that are expected to be applied immediately upon (or within a short time after) return to the job.

Do organizations get full value for their investments in training? That is, is the training they pay for fully transferred to the job? This brings us to a very important definition.

Transfer of training is the effective and continuing application, by managers to their jobs, of the knowledge and skills gained in the training.

This means that managers apply all they learned in training to their jobs, at least as well as they could demonstrate those skills at the end of the training program. Full transfer of training also means that with practice on the job, the level of skill with which that learning is applied will increase beyond the level demonstrated at the end of the training program.

The objective of Reinforcement & Follow-Up is to help and support managers to effectively apply to the job the knowledge and skills learned and to demonstrate how continuous application will positively impact bottom line results.