Theory of Accelerance (TOA) is a critical social theory you need to know. $100MM wagered says you’ve pondered one of these 5 improvement questions, but can you answer and solve all 5 of them like TOA can?
- How do I behave and manage me in order to get more out of myself?
- How do I get more strategic and desired results from myself and other people?
- How does someone else get more strategic and desired results from themselves and others around them?
- How do I benefit by getting other people, whom I do not interact with, more strategic and desired results from themselves and also from the people they deal with?
- How do I double or triple performance in my life, my academia, my sport, my business, my hobby or any other relative areas, especially as it pertains to maximizing a rewarding and fulfilling life overall?
You may feel the questions increased in difficulty as you read 1 thru 5. It is fair to say that those who know the answer to all 5 of these improvement questions can generate $100MM+, win championships and fulfill legacies. That is something to aspire to!
TOA provides answers to these 5 improvement questions in the form of a solution that makes strategic and desired results happen. It is a how-to map for building a much stronger process and overall team result. Most importantly it is measurable and timed so that subjectivity is eliminated.
Much like Theory of Constraints, introduced in 1984 by author Eliyahu Goldratt, Theory of Accelerance, introduced in 2001, is a critical social theory that when used properly can help individuals and teams of people achieve greater accomplishments than ever before.
Take 3 minutes right now to learn what TOA is so you can see how to harness the power to motivate and inspire yourself and other people to “move mountains”, if that is your goal.
TOA is the science of getting more out of the people that work together in teams, groups, etc., whether it be under the same roof, on the same field or virtually from across the world.
TOA is focused on aligning people with what they do best on a team and measuring it to excel all the people involved in the process and outcome. Starting with the best performers and working backwards is how TOA begins. Reverse engineering is the secret to the theory that focuses on people’s performances and the barriers that inhibit them as well as the accelerators that skyrocket their performances.
Since it is metric driven it can be used to double and triple performance by: engineering a system that assigns and empowers people to work together in a highly productive ergonomic environment, whether it be virtual and/or physical environment.
TOA refers to maximizing a team’s achievements by empowering star performers to focus on mission critical tasks while measuring and enabling other individuals to focus on and contribute what they do best. TOA can be summarized as follows:
- Empowering People To Do More Individually By Working Better Together
- Cloning Your Best Producers By Giving Them More Time On Mission Critical Tasks & Issues
- Increase Current Capacity By Leveraging And Better Understanding What You Have On The Table
- Doubling & Tripling Team Results By Vesting People in Mission Critical Activities That Yield The Desired Results
- Increase Efficiency & Productivity By Engineering People To Work Smarter Using Ergonomics, LEAN Workflow and Vested Reward And Recognition
- Reverse Engineering In Order To Save Money & Produce Higher Quality Results With Better Performance
- Measuring & Rewarding Best Performance & Alleviating Poor Performers Using A System That Accelerates Super Stars
The road to greatness is met with adversity of course. TOA meets challenges head on and overcomes barriers caused by people issues. Particularly barriers like: lack of planning, inadequate skills, mediocre management, unreliable communication, poor reporting and insufficient control measures. Additionally, TOA addresses issues around behavior, attitude and making good decisions.
3 Major Inhibitors found in people impacting their morale, culture and individual performance are:
- What the people are assigned to do (How people like and value their role)
- Where to draw “lines in the sand” of fair and equitable judgments (How the people are measured and valued by the reward and recognition they receive)
- People vested to individual results vs. overall outcome (How to hold people accountable for the group’s results)
Inhibitor A and B are exactly why TOA begins by identifying the overall goal and then breaks it down into mission critical processes and procedures with assigned success metrics for each critical activity along the way. In a simple example: A basketball coach assigns positions on the team to the players with the best skills for the assigned position. Using the same thinking, a CEO of a company should assign people to positions they are best at to help the overall company results.
Inhibitor C essentially deals with “How do the chosen people on the team get more reward and recognition individually when the team, as a whole, does good overall? Yet, how does their reward and recognition remain fairly and equitably compensated when others bring down results?” Balancing these sometimes opposing sides is a well-documented barrier. TOA focuses on this balance and how to build the process for “Vesting people with mission critical results.”
Do you have the desire to answer 1 or all of the 5 questions? Starting to understand the concept of TOA and learning how to implement TOA will take time and commitment.
It is important that you strive to be better in life; Theory of Accelerance provides the roadmap so you have ability to accelerate successful change. If you are interested in implementing TOA it requires only 10 steps. Being ready for change and being prepared to improve are prerequisites for the 10-step process. Part 2 of this article, to be published on November 14th 2014, teaches the 10 steps to implement TOA. You can also contact me directly to learn more about the operational details necessary to implement Theory of Accelerance in your world today.