In today’s rapidly changing business environment, executives must continually find ways to enhance team performance. Traditional methods often emphasize action—what your team is doing to achieve goals. But what if focusing solely on actions isn’t enough? As an expert in executive performance development, I’ve observed that the most effective leaders shift their focus to what happens before the action: the thoughts and feelings that drive behavior. This is where the Thought-Action-Outcome (TAO) model comes into play. This model can transform how you lead, enabling you to drive meaningful, sustainable change within your organization.
What is the Thought-Action-Outcome (TAO) Model?
The TAO model is a framework designed to help leaders understand the impact of thought patterns on behavior and outcomes. It breaks down the process into three interconnected stages:
- Thoughts: The internal dialogue, beliefs, and emotions that influence decision-making.
- Actions: The visible behaviors and strategies that emerge from those thoughts.
- Outcomes: The results generated by those actions, which can be either positive or negative.
In most organizations, the focus is often placed on the actions—what people do—because these are tangible and measurable. However, the TAO model encourages leaders to take a step back and consider the underlying thoughts and feelings that drive those actions.
Who is the TAO Model For?
The TAO model is particularly useful for C-suite executives and senior leaders who are responsible for setting the strategic direction of their organizations. It is designed for those who want to:
- Enhance team performance by understanding and shaping the thought processes that lead to actions.
- Drive change more effectively by addressing the root causes of resistance and inertia within teams.
- Create a culture of continuous improvement by fostering a mindset that prioritizes growth and learning.
If you are looking to move beyond surface-level fixes and create lasting change within your organization, the TAO model is for you.
How the TAO Model Works: A Practical Example
Let’s delve into how the TAO model can be applied in a real-world scenario, using a study on listening skills as an example.
In this study, participants were divided into three groups:
- Group 1: Individuals who had just completed a comprehensive listening skills training program. They learned techniques like paraphrasing, maintaining eye contact, and using open body language.
- Group 2: Individuals who were naturally perceived as great listeners, without any formal training.
- Group 3: Observers tasked with evaluating which group demonstrated better listening skills based on video recordings.
The results were surprising. The naturally great listeners (Group 2) were consistently rated higher, even though they broke many of the “rules” taught in the training program. They didn’t always maintain eye contact, sometimes had closed body language, and even doodled during conversations. Meanwhile, the trained listeners (Group 1) followed the prescribed techniques to the letter.
Why did this happen? When asked about their thought processes during the listening exercise, the trained listeners were preoccupied with remembering and applying the techniques they had learned. Their thoughts were centered around performing the actions correctly. In contrast, the naturally great listeners shared a common, simple thought: “I want to understand you.” This mindset allowed them to engage more genuinely and effectively, regardless of whether they followed the “rules” of active listening.
The Impact of Thoughts on Team Performance
This study highlights a critical insight: when team members are focused on the right thoughts, their actions naturally align with desired outcomes, often in ways that are more authentic and effective than if they were merely following a set of prescribed behaviors. As an executive, if you encourage your team to adopt constructive, goal-oriented thoughts, you can significantly enhance their performance.
Research shows that focusing solely on actions results in a change success rate of only 10-30%. However, by addressing the underlying thoughts and feelings, you can increase the likelihood of successful change to 60-80%. This shift in focus—from actions to thoughts—can unlock new levels of performance and innovation within your team.
Conclusion
The Thought-Action-Outcome model is more than just a framework; it’s a powerful tool for transforming how you lead your team. By shifting your focus to the thoughts and feelings that drive behavior, you can create more meaningful and sustainable change within your organization. As an executive, your ability to influence these underlying factors can be the key to unlocking your team’s full potential.
Remember, the most profound changes start with a thought. Make sure it’s the right one.
Suffering is optional, progress is powerful.
If you are struggling with any of the things I have written about I offer help in three ways:
• One-on-one executive coaching
• Team coaching through the Team Purpose to Performance™ process
• Speaking at your next conference or facilitating your next offsite to bring this Self-Lead-Meant content alive