Performance Improvement LIFE-cycle

Dillard Partners, LLC www.dillardpartners.com

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Success at the Speed of Leadership™


Performance Improvement (PI)
• The prefix ―LIFE‖ in LIFE-cycle incorporates the
following:
– Lifelong Learning (Awareness so we can Learn)
– Internal Locus of Control (Acceptance so we can
Change)
– Fulfillment (Action so we can Grow)
– Excellence (Achievement so we can Lead)
• This applies equally to groups and individuals—
organizations don’t exist apart from organisms
(i.e., people)—and its main objective is the
development, promulgation, and continual
renewal of servant-leadership.


LIFE-cycle (L-c)
• The LIFE-cycle is irreducibly complex (meaning
all 4 stages must be completed for performance
to improve), and the stages are sequential
(meaning the LIFE-cycle always begins with
Stage #1: Life-long Learning and ends with
Stage #4: Excellence) and progressive (meaning
each stage builds upon the previous stage).
• The suffix ―-cycle‖ indicates that it must be
repeated on a continual basis for sustained
performance improvement over time.



PIL-c Practical Model
• The PIL-c is not a ―theoretical framework‖, rather
a practical model for thinking about leadership
and acting on it in a way that can produce a
stable and effective platform for those who dare
to believe they can make a positive difference in
this world.
• LIFE-Cycle is comprised of 4 basic performance
targets, called ―waypoints‖, and 4 basic
emotional elements called ―connectors‖.



PIL-c Model Construct
• The building blocks of the model are the
performance waypoints.
• The mortar between the bricks are the emotional
connectors.
• Both are used to build a strong and stable
servant-leadership platform.
Improvement Performance
Stage Waypoint

Emotional
Connector


Stage 1 - Lifelong Learning
Emotional Connector: Knowing our strengths and
weaknesses (Awareness)

Performance Waypoint: Understanding how our
thinking impacts our behavior/ performance, and
how our behavior impacts others (Learn)



The Power of Learning
Awareness helps us break free from Unconscious
Incompetence, leading to a state of Conscious
Incompetence (i.e., we know that we don’t know)
and producing the potential to Learn.

Openness to learning moves us toward a state of
Conscious Competence (i.e., we know what we
didn’t know before), releasing unlimited potential to
learn something new about ourselves, the World,
or the interface.



Alternative = Ignorance
Unconscious Incompetence (we still don’t know
that we don’t know what we don’t know).

Epitaph: ―It might be just as offensive to be around
a man who never changed his mind as one who
never changed his clothes.‖ – Country Parson



Stage 2 – Internal Locus of Control
Emotional Connector: Accepting ourselves as we
are now (Acceptance)

Performance Waypoint: Deciding to improve
ourselves (Change)



The Power of Internal LoC
Acceptance of what you learn about yourself — of
what is and isn’t working in your life — releases
your potential (energy) for worthwhile Change,
which must be carefully planned out (i.e., what to
change, what to change to, and how/ where to
start). Result is Conscious Competence.

You must: (a) believe that worthwhile change is
possible, then (b) believe in your own ability to
change before you creating a plan for change.



Alternative = External LoC
Reasons (for not changing your mind) equal
excuses, which safely secures Intentional
Incompetence...the conscious choice to remain
incompetent rather than risk worthwhile change.

Epitaph: We are the best health educated society
in the history of mankind but we don't take
information and use it to motivate us to change our
behavior" – Dr. OZ



Stage 3 - Fulfillment
Emotional Connector: Committing to a plan
around worthwhile changes (Action)

Performance Waypoint: Monitoring our progress
over time (Grow)



The Power of Fulfillment
Potential is fulfilled through taking Action on
worthwhile change in the right way and for the right
reasons (for the benefit of others), which produces
a newfound capacity to Grow.

Action around worthwhile change is empowered by
intrinsic motivation (i.e., having enough of the right
reasons) to apply the right methods — enabling
growth. Result is Unconscious Competence.



Alternative = Unfulfillment
Articulate Incompetence – more savvy, though
less rational, arguments for remaining unchanged.

Epitaph: ―Little men with little minds and little
imagination jog through life in little ruts, smugly
resisting all changes that would jar their little
worlds.‖ - Marie Fraser



Stage 4 - Excellence
Emotional Connector: Increasing personal
effectiveness (Achievement)

Performance Waypoint: Giving the best version
of you away for and with others as Servant-Leader
(Lead)



The Power of Excellence
Achievement in excellence produces excellence in
Achievement, which increases economies of
scale, skill, and scope for much broader
opportunity to Lead and create opportunities for
performance improvements through the next
iteration of the LIFE-cycle.

Both increase our potential to cast a wider net for
permanent, positive changes for others, and in the
World around us.



Alternative = Mediocrity
Short-circuit our potential for improving
performance and neglect the positive difference
we can make in the World.

Epitaph: There once was a very cautious man,
who never laughed or cried, he never cared, he
never dared, he never dreamed or tried. And when
one day he passed away, his life insurance was
denied. For since he never really lived, they
claimed he never died.



Summary
• Awareness helps us Learn and, through
Acceptance, releases our potential (energy) for
worthwhile Change!
• That potential is fulfilled by taking Action on
worthwhile changes in the right way and for the
right reasons (FOR OTHERS), which allows us
to really Grow.
• To reach excellence in Achievement from this
growth, engaging others provides meaningful
feedback and releases a newfound potential to
Lead in ways never before imagined.



Change the World?
• Leading others will be a natural consequence
through the law of attraction (i.e., others will
choose to follow your lead).
• As servant-leader, modeling service as a gift will
help others become more aware of their own
potential, and through awareness learn, and by
learning accept, and by acceptance,
change...and so on.
• As the leadership goes, so goes the >>>!


Performance Improvement LIFE-cycle

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