Perhaps the most unique element of Vega Factor’s approach is our dedication to empirical data and analytical rigor. We don’t have a philosophy or a belief system. We have a proven operational model built upon our original research combined with data generated by hundreds of third-party studies. The power of the tomo framework is that it is the distillation of all of these studies from around the world which generated similar results, but lacked a unifying vocabulary for explaining what they were seeing. Tomo is that vocabulary, and the keys to culture we have identified translate the motive spectrum into an operating roadmap for improved performance.

 

01. What is performance at its best?

There are two types of performance, both important yet mutually opposed. Most organizations manage tactical performance—the ability to execute the plan. We've all seen performance dashboards and rubrics tracking easy-to-measure outcomes. But adaptive performance—the ability to diverge from a plan—is just as important but much harder to understand and measure, until now.

Organizations must balance tactical with adaptive performance to reach the highest levels of customer experience, innovation, ethics and sales.

 
 

02. What is the psychology of high performance?

To build a high performing culture you must first understand what drives peak performance in individuals. The answer sounds deceptively simple: why you work determines how well you work.

There are six basic reasons why people work—and they aren't created equal. Play, purpose, and potential strengthen adaptive performance while emotional pressure, economic pressure and inertia weaken it. In environments that maximize the first three and minimize the last three, individuals exhibit those hard-to-measure but highly coveted adaptive traits of creativity, problem-solving, persistence and collaboration. This phenomenon is what we call total motivation, or tomo for short.

 

03. How does culture drive that psychology?

The highest performing cultures build upon the psychology of total motivation. They train leaders, design jobs, shape performance management systems, and structure their teams to enhance play, purpose, and potential and eliminate emotional pressure, economic pressure, and inertia. The result: higher sales, more loyal customers, and more passionate employees.

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