Performance Leadership Profile

What is Performance Leadership Profile?

Performance Leadership is based on behavioral research that started nearly 40 years ago. The technology that emerged from this research was first used to improve training effectiveness and was later applied to the broader area of improving Human Performance. Unlike other approaches to improve productivity and develop leaders, the procedures that comprise this technology are based on empirical research, not just common sense or the latest management fad.

Practitioners and academic experts have formed a number of well respected organizations including ISPI, The Association for Behavior Analysis, and The Cambridge Center for Behavioral Studies, to support continued research and to promote the technology to the public.

The Performance Leadership Profile and Workshop is authored by Dr. Martin Wikoff, an expert in applying Performance Technology to leadership, productivity, and sales effectiveness. Beyond being an expert and author, he also has experience as a salesperson, leader, and trainer for multinational corporations. His ability to combine his practical real world experience with his technical expertise has enabled him to translate research-based behavioral technology into practical everyday techniques that leaders can understand and use.

He pioneered the use of multi-rater surveys in the late 70’s, is the recipient of ISPI’s Award of Excellence, and has recently been invited to present a program; “Designing High Impact Sales Training Programs” at the Corporate Executive Board’s 2008 Sales and Marketing Insight Acceleration Conference.

PLP Benefits for the Participant

GOAL SETTING: The setting of organizational, group, and individual goals, objectives, and expectations that are aligned, participative, achievable, time-framed and challenging.

OPTIMIZING CONDITIONS: The extent to which one effectively selects and places people in the right jobs, provides needed training, possesses key management competencies, and provides support through optimal work organization and job design, and resources.

MEASUREMENT: The establishment indicators of performance that are organizationally aligned, objective, accurate, timely and primarily under the performer’s control.

FEEDBACK: Information about performance that is regular, timely, specific, understandable, and communicated in several ways.

REINFORCEMENT. The systematic delivery of positive consequences by the organization, workgroup, and the manager that strengthens and maintains performance.

COACHING/TEAMBUILDING: The systematic delivery of corrective and supportive consequences by the manager to correct and/or improve performance to help the workgroup and individuals achieve their full potential.

How does Performance Leadership Work?

Performance Leadership contains two components:
1. Performance Leadership Workshop: A practical program of Leadership Development to give leaders specific skills and techniques immediately applicable to any area of the organization. The program can be conducted in two full days or divided into modules that can be conducted over a period of time while learners apply newly learned skills between sessions. The Performance Leadership Workshop is a program that can be delivered to any level of management because the principles are universal and can be applied throughout an organization. When applied organization-wide, the training and techniques can have a significant impact by developing and reinforcing a positive performance based culture.
2. Performance Leadership Profile (PLP): The Performance Leadership Profile is a multi-rater survey that is used to establish an assessment and baseline of the application of key skills by leaders (and the organization, when combined across leaders). The PLP is the outgrowth of early published research by Dr. Wikoff which demonstrated that training leaders was more effective and skills were maintained when measurement was incorporated into the program. The PLP is the latest evolution of the Performance System Profile which itself was based on documented productivity research. Consistent with the research-based approach, the PLP measures skills and techniques based on the most current research in the area of performance technology.

How does Performance Leadership compare with some other popular Leadership and Performance Improvement programs?

There is now widespread recognition that logic and evidence must guide decision making and problem solving in organizations. The basics of this approach are rooted in the Evidence Based Medicine movement which started in Canada, France, and the US. We now are seeing the emergence of Evidence Based Management.

Now, there is the realization of the detrimental effects when managers do not make decisions based on the current best evidence of what works. Conversely, there is substantial evidence of the payoffs for using practices and techniques that are Evidence-Based and proven effective.

The vast majority of management practice, training programs, and consulting are not founded upon sound research and evidence. Most programs are missing key elements of the factors that have proven effective at improving and maintaining performance. That is why they may have little or no impact or actually be counterproductive.

For those organizations that want to make the move to Evidence-Based Management, Performance Leadership would be an important step to achieving the outcomes and results from implementing powerful, proven techniques.

Key Function:

Based on over 30 years of leadership effectiveness research, the Performance Leadership Profile was developed to diagnose and prescribe specific strategies for strengthening and improving Leadership at all levels of the organization.


73 questions


6 fundamentals:

  • Optimizing conditions
  • Measurement
  • Feedback
  • Goal Setting
  • Reinforcement
  • Coaching


73 behavioral practices which assess ability to address performance and solve performance problems.


Optimizing conditions that will promote high performance level

Assessment of customer driven performance

Regular feedback systems that allow desired performance through positive reinforcement

Support continuous development

Supreme performance through goal setting

Team and individual performance development though coaching• A systematic, on-going way to measure the performance in all levels of organization

Accurate and timely information for managing decision makers to set priorities for action

A strategic tool for taking action to strengthen long-term effectiveness

An analysis of training needs for performance improvement


Organizational, and selected segments.
Accurate and timely information with an analysis of training needs for improvement.


Allows industry and internal benchmarking and progress tracking.


Actionable recommendations