What could be more compelling than engaging in an exchange where you really win?

Tom was an employee in middle management at a large Fortune 500 company. The expectations for his job performance were very clear—and he was good at it. He availed himself of every training opportunity and used them to refine his skills, reflect and learn. He made a difference, and knew it. Tom made a good living and was rewarded for his excellence.

Following a significant organizational re-design, his performance took a turn for the worse.

Tom was at a pay grade more than sufficient to meet his needs. For him, the exchange of work for pay was not enough. He wanted more. He wanted to be a part of something significant, but without a level of trust in his superiors and CEO following the redesign, he became less and less interested in high achievement. Eventually, Tom left his company, and with him left a tremendous amount of intellectual capital. During his last year, his performance ratings were dismal. What happened?

Early on Tom believed in what he did because:
·    He was good at it - Competence
·    He was trusting and trusted - Trust
·    He made a difference - Learning
·    It was worth it - Exchange
The one constant that remained in every endeavor Tom undertook was the need to believe that the reward he was seeking was worth its required effort. He was engaging in an exchange. As long as he believed in that exchange, he was willing to learn the skills he needed to perform his assigned function. During the season at work where he trusted his leadership, his performance accelerated. The greater the exchange ratio, the stronger his performance and the results.

When his organization was re-structured, the domain of “Trust” was not re-established. Tom lost out, as did his company. He was looking for an acceptable exchange, but the pattern of behavior changed around him.

Trust is only one of four domains that learning executives must be aware of in order to accelerate performance. In fact, performance hinges even more on an acceptable exchange than trust alone.

If an acceptable exchange impacts performance and leads to outstanding results, then what impacts this exchange ratio?

Learn about the 4 domains of Performance Acceleration and the equation that will enable you to positively impact performance and generate immediate results.