Performance Development
(Page Origin 3/27/22)
Performance Development is the second of four phases of performance. It is positioned between Performance Management and Performance Versatility. The four phases of performance authenticity originate from my research on the human development challenge-opportunity as envisioned in 2020.
The four phases of performance will also be utilized in the Optima Bowling Hylozoic Academy, a coach-play perspective of a self-initiated self-authorization teaching-learning environment model.
Performance Development Approach
The human development challenge-opportunity conversation has enlightened human beings opening to the highest consciousness level so far identified by Man, the Unified level. The unified consciousness opportunity is contained by human societal development. It is accessible through internal (individual) and external (societal) dialogue embodied by our inherent living control system. Either assisted, in the form of a guided dialogue, or as self-dialogue, one can move beyond the popular external-authority-based learning method of performance management to design-build toward performance optimization as a well-functioning individual.
Performance Development Opportunity
In our next step, instead of utilizing the common learning practice of external authority determined learning, we will approach the human development opportunity from a new perspective. Performance can only move up a level with the addition of internal-authority-based respect for people and the behavioral approach that behavior is the control of perceptions.
Performance Development is the second initiation step toward performance optimization. At this phase, students begin to gain an understanding of our natural learning-creating life-quest found in the following principles:
- Omnicentric organization
- Infinite game playing
- Interconnectedness
- living control system dialogue
By honoring the addition of internal authority with the human development step, we begin to understand that “performance is world-making” (quote from Performance by Diana Taylor 2016).
As individuals, we influence continuous societal improvements through our human character development. And initiate the movement toward performance phase three, Performance Versatility, encompassed by purpose, integrity, and then experience.
The Performance Management Tradition
Let us look at our socially conditioned superficial mindset requisite of performance management (as outlined in Wikipedia Self-regulation theory) and performance development. The challenge stems from the controlling behaviors illusion. The controlling behaviors theory relies on the "self-regulation" system of conscious personal management that involves the process of guiding one's thoughts, behaviors, and feelings to reach goals. Self-regulation consists of several stages. Also, individuals must function as contributors to their motivation, behavior, and development within a network of reciprocally interacting influences. Self-regulation has three models: knowledge structure, strength, or skill; and four components:
- Standards: Of desirable behavior.
- Motivation: To meet standards.
- Monitoring: Situations and thoughts that precede the breaking of performance standards.
- Willpower: Internal strength to control urges.
When one considers the teacher-student dichotomy, the self-regulation theory's self-control hypothesis brings many questions to mind about the difference between instruction and dialogue.
Connection Between Cause and Behavioral Control
Why are "causes" so popular? The answer to that question may also answer, "why do leaders want us to control certain preferred behaviors?" Moreover, if we agree to control those specific behaviors, how in the heck do we do that? If one could control behaviors, what's the system for controlling behaviors? From the Wikipedia article above, the experts claim its knowledge, strength, or skill.
So, I get it; causes are prevalent because it gives leaders, coaches, instructors the feeling of power, we now refer to as an external authority.
As a living control system, I'm sorry, leaders, but I will only give you the illusion of control. And only when I can get what I want in return, unless they have superior strength to force me to obey. What we have here is a failure to communicate that leads to a subsequent conflictive situation.
Dialogue Communicates
The personally unique organization of one's individual living control system (perceptual control) represents the internal dialogue process, as interconnections between objective and subjective perceptions. More on that later, but first, let's continue our discussion of the human development challenge-opportunity by diving a bit deeper.
See More: Self Control
Respect for People
Respect for people originates with self-respect, continues with respect toward others, and consequently enables continuous improvement from a design-built process (learning and creating life-quest) perspective. We progress from individual-system (self-respect) to a cultural-system-wide-respect. This respectful movement generates constant improvement at the performance development level by utilizing conflict resolution and reorganization. Then, ideally, continues through performance mathetics to the ultimate performance level, performance optimization. This process is what we can respect in people (oneself and others) while also supporting societal/cultural advancement.
It is essential to understand the common need for respect. The need to be respected ends at performance level two.
My Thoughts on Shared Purpose 6/25/18
- The contemporary coaching way, or shared purpose, is based on the behavioral cause and effect theory of controlling certain preferred behaviors chosen by external authorities.
- The Optima Bowling way, or shared purpose, is based on an internal authority model identified by the "Perceptual Control Theory" (PCT). From this theory, the brain is organized in a hierarchical framework containing hundreds of thousands, maybe even millions of adaptable control systems that Perceive, Compare, and Act (PCA). Precisely, the negative-feedback loop control of Input, Comparator, and Output.
- You may want to learn a bit more about the fundamental PCT hierarchy levels of perceptions:
- 11. System Concept = Beliefs about how things ought to be
- 10. Principles = General standards for guiding programs
- 9. Programs = A decision system that leads to choices about actions available in our behavioral lower level of perception
- 8. Sequence = Complex ordering of events
- 7. Category = Classification of events
- 6. Relationship = Recognition of association between events
- 5. Event = Recognition of continuity in experience
- 4. Transition = Recognition of changes in configuration
- 3. Configuration = Patterns of sensation
- 2. Sensation = The quality of a sensory event
- 1. Intensity = The awareness threshold
See Next: Purposeful PIE