P=C – I. Steve Kerr, former Chief Learning Officer at GE created this formula years ago. As with all good models or frameworks, it’s stuck and can still be applied today not only to the area of learning and development, as intended, but to so many other areas as well, including Diversity and Inclusion. The formula, Performance = Capacity – Interference, in general, means that if we want to improve the performance of our workforce, in addition to building their skills as we would traditionally do, we also need to look at what’s getting in the way for them.
Paying attention to that one additional component of Interference adds a new perspective to learning and development. But how does this apply to Diversity and Inclusion? First, the frame of Performance—I would actually say High Performance—is where we need to focus our work in the practice of D&I. Our work needs to move beyond representation and respect and needs to drive higher results for our organizations. The success and greater effectiveness that come with high performance need to be our goal. When we shift our work towards this goal, what we focus on is very different. More importantly, what we deliver for our organizations and the individuals within them will be more transformational. My next blog will be on Capacity and Interference as they relate to D&I.