How well do you understand yourself, your world, and how you turn that into action?
In essence, Performance Intelligence® is the degree to which a person understands themselves and their world, and the effectiveness with which their knowledge is translated into action. Simple.
The modelFour simple questions
At the heart of Performance Intelligence lie four simple questions that tap into some fundamental principles underpinning all great performers. Together they establish what a person knows about how they need to perform, how they can perform, and how they do perform.
Why it mattersTwo dangerous assumptions
A simple model of stress says we feel stressed when what a situation demands of us doesn’t match the abilities we have to meet it.
But that model assumes two things:
- That we can accurately read the demands of the situation we’re in.
- That we absolutely know what capabilities we have.
Dangerous assumptions. Our experience tells us that without completely relevant knowledge of the world you’re performing in, people make poor judgements about what is expected of them. It also tells us that people are much more aware of what they’re not good at than what they are good at, so they won’t have the specific, performance-based knowledge of what they have available to cope with the situation.
So Performance Intelligence challenges people to assess how effectively they know their world and can judge what is required. It also assesses how well they know themselves as a performer and, taking a strengths-focused approach, makes sure that the intelligence they hold about themselves is positive and easily accessible.
And it’s no use just having the knowledge; you have to be able to apply it. So PI also assesses your confidence in taking what you know about your world, creating tactics and bringing them to life, and in consistently making the most of your talent when it comes to delivering.
The fundamentalsThe four components of PI
Performance Intelligence® is made up of four key components. Together they tell us how consistently someone delivers great performances, which in turn maximises the chances of getting the right result.
What happens nextFrom questionnaire to report
The questionnaire
40 statements, each rated from 1 (not at all true) to 10 (exactly true). Answer as if you were reviewing a colleague you know extremely well: open, honest and objective.
About your role
Rank the four areas by how important they are to your role, and tell us how your confidence and satisfaction have moved over the last three months.
Your report
Your medal in each area, a snapshot of your profile, how well it fits what your role needs, detailed recommendations, and an action plan you build as you read.
A state, not a trait
Performance Intelligence® is never a one-off, trait measure. It’s a state measure, ideally re-measured regularly so you stay as relevant as possible, and it shows where improvements need to be made or where to put the emphasis.
The questionnaire
40 statements, scored 1–10. Imagine you’re reviewing a colleague you’ve worked with for a long time and know extremely well, and answer as if that colleague were you. The more honestly and objectively you can evaluate yourself, the better the quality of the feedback you’ll get back. Don’t think too hard about each one.
Nearly done: a little about your role
Your ranking of the four areas is compared with your scores in the Goodness of Fit section. The other answers make up your Performance Journey.
How important is each area to your role?
Rank them from 1 (most important) to 4 (least important). Each number can only be used once.
Compared with three months ago
Would you say your confidence in each area is higher, lower or the same as if you had answered three months ago?
Your details
We need these to prepare your report. All three are required.
Your details and results are sent to the PlanetK2 team so your coach can support you. They are never shared with third parties.
Your Performance Intelligence® profile
Before you read on
We hope you’ll share this report with the people who are part of your performance; otherwise you’re relying on them being mind readers. Talk it through with your PlanetK2 Coach (or PI Coach) to get the most individualised, effective action plan possible. If you don’t have a coach, a trusted colleague or someone from your talent development team works well too.
It’s your report, so you know the background that influenced how you answered. Keep that in mind now, and for when you re-complete your profile.
Questions to think about with your coach
- Which information do you naturally pay attention to in reports like this: specific detail or general principles, glass half full or half empty?
- What role does your coach need to play to balance that natural preference?
The questionnaire has 40 statements, 10 for each area, so each area scores between 10 and 100. We’ve used medals to show where you stand: Bronze 10–56 Silver 57–85 Gold 86–100
Part 1 · SnapshotThe shape of your profile
PI diamond
Head-to-head comparisons
Part 2 · Goodness of fitWhat you told us vs. what you showed us
We asked which areas matter most in your role. Here that ranking sits next to your scores, highest first. Where the same area is in the same position, that’s a match.
Conversations worth having with your coach
Under the bonnetStatement by statement
Your 40 answers after scoring, grouped by area and sorted high to low. R marks a negatively worded statement where your rating was reversed. The two lowest in each area, marked in red, are pulling that score down most. Hover over a bar to see the statement.
Part 3 · The detailGetting specific
One area at a time, in the order of importance you chose. Tick the + next to any recommendation to add it to your action plan.