Think Feel Act Programme - Huddle Culture

“The enhanced performance, right across our organization, that came through empowering our people to be the best them…it just connected with everyone in their own way. Productivity, safety, quality and employee care, this all improved through Think Feel Act! ”

Operations Director, Siemens

We help to empower people to get more right, first time!

Increased performance across the full organization
Decreased accidents, stress and anxiety
Happier and more connected employees
Enhanced wellbeing and staff retention

Why does the programme work so well? It’s because everyone can see themselves in it, including YOU!

When things go wrong, at the individual level, or the organisational level, it’s generally from:

It’s a fact that everything that everyone does in your organisation is an output of human behaviour. Accept this, and this will enhance your organisations performance.

Think about you here…

Have you ever been angry? Made anything up? Jumped to the worst scenario? Not listened fully?

Chances are, if you have a head and a heart the answer is probably yes. And probably, more than you may like to admit.

At the core of this, this just proves that you are human. We all can be triggered, become reactive and ultimately be in a state that is not conducive to being the best us.

But if you get to learn what makes you tick, what triggers you, how to handle these feelings better and how to notice and help others, then this is where Human Performance really starts to increase!

Get more right through being more accurate
Less stressed so enhanced logical capabilities
More open to conversations thus connecting better with others
More ‘Active Sweet Spot Time’ due to being more in control of your thoughts and feelings

Some of our previous clients include:

The Think Feel Act delivery model explained

Think Feel Act is a structured employee performance enhancement and engagement programme. It empowers leaders and employees, through development and accountability, to be the highest performing and happiest version of themselves, in every aspect of their job, across the full organization, by optimizing how they think, feel and then act. This is the foundation of all human performance.

We empower a selection of your employees, specifically selected for their characteristics and position within the company, to maximise your organisations performance with our specific enhancing ‘micro-nudges’.

These simple to deliver yet powerful nudges cover areas such as positive psychology, emotional intelligence, performance psychology, team enhancement and more. By using a structured approach, and one where we support and also hold people to account for delivery, this is where we see organizations maximising their performance levels right across the business.

Micro-nudge Delivery

The Unknown Antecedent Behaviours of High Performance – The History Of The Coaching Cube

For over 5 years, we worked alongside large scale corporate organisations in multiple industries to try and answer a question of – “why do things go WELL?”

Think about your organisation here! Most organisations focus on why things go wrong. If someone doesn’t perform, if there has been a dip in profit or someone has been hurt, there will always be a sharp and intense focus.

Just taking safety for example. If there has been an incident, depending on the severity, actions are taken. There may be a ‘stop work’ order issued and an investigation team formed. This will be to find out who did what, why they did it and to see if we can prevent it from happening again.

There is so much time spent on this and the general feelings are around fear, negativity and can be very destructive to creating high performing teams.

But – see yourself here. What does your organisation do when things go WELL? When targets are smashed, people are happy and performance is rocketing?

Is there a stop work order issued?

Is there an investigation team formed to find why it went so WELL?

Is there a process for trying to amplify the behaviours that were present, so MORE work goes really well?

Usually – no! Most people would agree they get some type of barbecue, cakes, meal out or a quick small transactional financial bonus. But, in the main, organisations do not stop to find out why things go well so we can do MORE of whatever created that high performance!

So we did!

We spent over 5 years working alongside organisations, specifically on high performing projects (this included full time employees, supply chain and contractors).

On a qualitative type approach, we investigated what and how people were thinking, feeling, acting, communicating and interacting with each other.

Specifically, we were looking at the humanistic side of things. Forget ‘soft skills’ and let’s talk about ‘essential performance skills’!

What we were really interested in was identifying generic antecedent behaviours to high performance.

So regardless of

Industry
Role
Age
Sex
Location
Culture
Experience

We wanted to identify behaviours that we could drop into any team/organisation – even without working with them – and know that these behaviours could enhance the performance of the team.

We would work with the organisation to help their people understand what the behaviours were, how to get better at them and how to do them more often.

And because we all have heads and hearts and are impacted by the same stimuli and stressors (to varying degrees) this approach has been so successful at empowering happier people to get more right first time!

Wherever you have people, this increases the performance of the team. Rapidly!

Have a look below and see if you see yourself in the behaviours…!

The Six Behaviours

#Offerwithoutfear

If you ask one person or a million people – “at least once, have you ever wanted to say something at work, but felt you couldn’t, you were scared to or you were fearful of the consequences?” every single person nods their head! You, me, and everyone else, we have all been there, lots of times!

If we feel something but then don’t say it, it still drives our behaviour! That emotion is still there! High performing teams have the psychological safety to be truthful with each other. This means that all emotions are presented, which means we understand exactly what our thoughts are, resulting in getting more right, first time. We help others to learn how to control what their minds are telling them and how to offer what they are feeling in a way that benefits everyone.

#Hearothers

What stops you listening? It’s not just boredom. Someone may have called ‘your baby ugly’ (or at least that is the way that YOU have interpreted it!) which provokes a HULK like reaction inside of you. This makes you want to respond, defend, or even attack back. We’ve all watched those ‘polite but barbed’ ping pong emails go back and forward. It’s the hulk in control of those responses, not the human! But at this point here, we are not listening, at all.

Too many times when presented with information, we as humans can react emotionally rather than listen. If we stop listening, we fail to really hear what the other person is saying, which is not conducive to a high performing team. The skill to listen, if harnessed correctly, can again allow us to get more right, first time.

#Deliverthanks

Stop. I need you to think here. How often do you stop to notice the good work that you do? As in, an actual space, allocated time and reviewing and acknowledging the good stuff that you have done? We usually don’t. But, oh my lord, do we notice the bad stuff that we do. It’s not about ego. It’s about listening to the research. It tells us that, if we notice more of the positive stuff we are doing, when something doesn’t go as well as we want it to (and sometimes it won’t), it doesn’t hit as hard. This means we drop out of our high performance zone for less time. This is essential for people and performance!

Too often now overperformance has become the expected norm. What was classed as an excellent job is now expected of you, and you may or may not get some minimal recognition. However, if a slight underperformance has been detected hours, days and even weeks may be spent on ‘fixing’ you… this time spent on positive to negative reinforcement can be totally disproportionate. By giving genuine recognition (for the heart and soul) not always just reward (for the wallet) you create a workforce who want to go again, and feel happy and inspired to give more.

#Reflecthonestly

It’s easy to get caught up in the next thing, pressure to move on, to run when walking would be better. But standing still, and looking for the right way to move first before you start walking, is an essential part of making sure you go the right way! Creating spaces to reflect, understanding how to explore what went well, not so well, and how you can put this new knowledge into use in the future is a critical area in ensuring future success. We focus on reflection time as this allows to appreciate the NOW, to understand more fully the PAST which enables a more effective FUTURE to be developed. It’s also a great space to #KunektMORE with each other, and for the humanistic side of your people to be developed!

#Ladder

How many times an hour do you make stuff up? Add things on to things? Receive some communication then you ‘make sense’ of it? Sprinkle emotion, prejudice and ‘past experiences’ on to what’s happening right now? How many times a day? A week? A year? You see, we are built to do this. We call it the fact or fiction ladder. Where we receive a bit of information, which we call the bottom of the ladder, we then start the process of ‘climbing the ladder’. We start to add things on, try to make sense of things, possibly naturally going to the ‘worst case’ scenario. You will recognise this in yourself! How many times have you ‘jumped the gun’ as it made total sense to you (thanks to your ladder!) only for it to be no where near as bad, and the worst was actually made up in your head…? Yes, we are all human. This process, where we move more from fact towards fiction is not accurate, it reduces performance shreds communication and is terrible for our mental health and wellbeing. But, by being aware that we do climb the ladder, and being able to notice this and challenge our thoughts, we are more calm, logical, connected and we get more right first time. Being more in control of our thoughts and feelings is essential to high performance. And if we don’t manage this process, we become illogical, irrational, we become less accurate, errors are made and our ‘HULK’ takes over…

#Thehulk

Now, whether you want to admit it or not, we all have a hulk. You, me, everyone – that illogical, angry, aggressive and uncollaborative thing that lives inside of us all. That if the wrong person, says the wrong thing, in front of the wrong people or we even just have the wrong thought…boom! We become a version of ourselves that we don’t like to admit, or we start having to apologise for what our hulk like behaviours created! Now again, it’s human to go hulk every now and again. But, it’s not helpful. We help people reduce hulk moments, which the reduction is essential for high performance, by leaning into that we are human. We are built to become emotional, illogical and become a hulk. But by noticing our triggers, and how we react in the build, we can stop ourselves from getting to the top of the ladder. This means we are in our performance ‘sweet spot’ more of the time. Great for your people, and brilliant for your performance!