We leverage cognitive science to boost lasting performance.
We leverage cognitive science to boost lasting performance.
Understanding the Science of Coaching for Every Dimension of Work
Different dimensions of work demand different coaching approaches.
Different dimensions of work demand different coaching approaches.
We leverage cognitive science to boost lasting performance.
Understanding the Science of Coaching for Every Dimension of Work
Different dimensions of work demand different coaching approaches.
We leverage cognitive science to boost lasting performance.
Understanding the Science of Coaching for Every Dimension of Work
Different dimensions of work demand different coaching approaches.
Every role has three dimensions that shape an individual’s ability to perform effectively and reach optimal outcomes.
Every role has three dimensions that shape an individual’s ability to perform effectively and reach optimal outcomes.
Every role has three dimensions that shape an individual’s ability to perform effectively and reach optimal outcomes.
Every role has three dimensions that shape an individual’s ability to perform effectively and reach optimal outcomes.
Adaptive Performance
Adaptive Performance
Task Performance
Relational Performance
Adaptive Performance
Task Performance
Relational Performance
Adaptive Performance
Adaptive Performance
Adaptive Performance
Adaptive Performance
Adaptive Performance
Behaviors that shape direction, create alignment, develop people, and adapt systems, regardless of formal authority. This includes technical wisdom, mentoring, innovation, and guiding others.
Behaviors that shape direction, create alignment, develop people, and adapt systems, regardless of formal authority. This includes technical wisdom, mentoring, innovation, and guiding others.
Behaviors that shape direction, create alignment, develop people, and adapt systems, regardless of formal authority. This includes technical wisdom, mentoring, innovation, and guiding others.
Behaviors that shape direction, create alignment, develop people, and adapt systems, regardless of formal authority. This includes technical wisdom, mentoring, innovation, and guiding others.
Relational Performance
Relational Performance
Relational Performance
Relational Performance
Behaviors that sustain cooperative and effective working relationships (e.g.: peers, leaders, partners, customers), enable interdependence, and contribute to the broader social fabric of work.
Behaviors that sustain cooperative and effective working relationships (e.g.: peers, leaders, partners, customers), enable interdependence, and contribute to the broader social fabric of work.
Behaviors that sustain cooperative and effective working relationships (e.g.: peers, leaders, partners, customers), enable interdependence, and contribute to the broader social fabric of work.
Behaviors that sustain cooperative and effective working relationships (e.g.: peers, leaders, partners, customers), enable interdependence, and contribute to the broader social fabric of work.
Task Dimensions
Task Dimensions
Task Dimensions
Task Dimensions
The execution of core job duties and responsibilities — the technical, role-specific activities that directly contribute to organizational goals.
The execution of core job duties and responsibilities — the technical, role-specific activities that directly contribute to organizational goals.
The execution of core job duties and responsibilities — the technical, role-specific activities that directly contribute to organizational goals.
The execution of core job duties and responsibilities — the technical, role-specific activities that directly contribute to organizational goals.
Research shows that employees benefit more from work-specific training. Yet many programs remain standardized instead of addressing the different kinds of work, ie, task, relational, and adaptive, that support performance.
Research shows that employees benefit more from work-specific training. Yet many programs remain standardized instead of addressing the different kinds of work, ie, task, relational, and adaptive, that support performance.
Research shows that employees benefit more from work-specific training. Yet many programs remain standardized instead of addressing the different kinds of work, ie, task, relational, and adaptive, that support performance.
Research shows that employees benefit more from work-specific training. Yet many programs remain standardized instead of addressing the different kinds of work, ie, task, relational, and adaptive, that support performance.
Work Dimensions
Work Dimensions
Work Dimensions
Task Performance
Task Performance
Task Performance
Relational Performance
Relational Performance
Relational Performance
Adaptive Performance
Adaptive Performance
Adaptive Performance
Core Brain Function
Core Brain Function
Core Brain Function
Core Brain Function
Driven by core thinking skills — focus, memory, and self-control.
Driven by core thinking skills — focus, memory, and self-control.
Driven by core thinking skills — focus, memory, and self-control.
Regulated by the brain’s executive functions.
Regulated by the brain’s executive functions.
Regulated by the brain’s executive functions.
Sustained by emotional balance under stress.
Sustained by emotional balance under stress.
Sustained by emotional balance under stress.
Built on social thinking — reading others’ perspectives and reactions.
Built on social thinking — reading others’ perspectives and reactions.
Built on social thinking — reading others’ perspectives and reactions.
Driven by empathy and emotional regulation.
Driven by empathy and emotional regulation.
Driven by empathy and emotional regulation.
Fuels trust, collaboration, and effective interaction.
Fuels trust, collaboration, and effective interaction.
Fuels trust, collaboration, and effective interaction.
Rooted in strategic thinking and reflection — seeing patterns and adapting fast.
Rooted in strategic thinking and reflection — seeing patterns and adapting fast.
Rooted in strategic thinking and reflection — seeing patterns and adapting fast.
Combines resilience, flexibility, and social awareness.
Combines resilience, flexibility, and social awareness.
Combines resilience, flexibility, and social awareness.
Essential for leadership, innovation, and mentoring.
Essential for leadership, innovation, and mentoring.
Essential for leadership, innovation, and mentoring.
Core Brain Function
Driven by core thinking skills — focus, memory, and self-control.
Regulated by the brain’s executive functions.
Sustained by emotional balance under stress.
Built on social thinking — reading others’ perspectives and reactions.
Driven by empathy and emotional regulation.
Fuels trust, collaboration, and effective interaction.
Rooted in strategic thinking and reflection — seeing patterns and adapting fast.
Combines resilience, flexibility, and social awareness.
Essential for leadership, innovation, and mentoring.
Key Drivers
Key Drivers
Key Drivers
Key Drivers
Focus
Focus
Focus
Memory
Memory
Memory
Self-awareness
Self-awareness
Self-awareness
Metacognition
Metacognition
Metacognition
Self-control to complete tasks accurately
Self-control to complete tasks accurately
Self-control to complete tasks accurately
Emotional balance
Emotional balance
Emotional balance
Empathy
Empathy
Empathy
Perspective-taking
Perspective-taking
Perspective-taking
Emotional awareness to build trust and cooperation
Emotional awareness to build trust and cooperation
Emotional awareness to build trust and cooperation
Flexible thinking
Flexible thinking
Flexible thinking
Resilience
Resilience
Resilience
Foresight to adjust plans and guide others
Foresight to adjust plans and guide others
Foresight to adjust plans and guide others
Key Drivers
Focus
Memory
Self-awareness
Metacognition
Self-control to complete tasks accurately
Emotional balance
Empathy
Perspective-taking
Emotional awareness to build trust and cooperation
Flexible thinking
Resilience
Foresight to adjust plans and guide others
Mental Blocks
Mental Blocks
Mental Blocks
Mental Blocks
Poor attention
Poor attention
Poor attention
Stressoverload
Stressoverload
Stressoverload
Weak emotional control
Weak emotional control
Weak emotional control
Poor self-awareness
Poor self-awareness
Poor self-awareness
Low learning agility
Low learning agility
Low learning agility
Misreading others
Misreading others
Misreading others
Low empathy
Low empathy
Low empathy
Reacting defensively
Reacting defensively
Reacting defensively
Acting solely out of self-interest
Acting solely out of self-interest
Acting solely out of self-interest
Rigidity
Rigidity
Rigidity
Fear of uncertainty
Fear of uncertainty
Fear of uncertainty
Emotional overwhelm
Emotional overwhelm
Emotional overwhelm
Mental Blocks
Poor attention
Stressoverload
Weak emotional control
Poor self-awareness
Low learning agility
Misreading others
Low empathy
Reacting defensively
Acting solely out of self-interest
Rigidity
Fear of uncertainty
Emotional overwhelm
Best Coaching Approach
Best Coaching Approach
Best Coaching Approach
Best Coaching Approach
Cognitive skills coaching
(attention, metacognition, self-regulation, stress control)
Cognitive skills coaching
(attention, metacognition, self-regulation, stress control)
Cognitive skills coaching
(attention, metacognition, self-regulation, stress control)
Relational and emotional intelligence coaching (empathy, communication, trust-building)
Relational and emotional intelligence coaching (empathy, communication, trust-building)
Relational and emotional intelligence coaching (empathy, communication, trust-building)
Leadership coaching (resilience, innovation, reflective thinking)
Leadership coaching (resilience, innovation, reflective thinking)
Leadership coaching (resilience, innovation, reflective thinking)
Best Coaching Approach
Cognitive skills coaching
(attention, metacognition, self-regulation, stress control)
Relational and emotional intelligence coaching (empathy, communication, trust-building)
Leadership coaching (resilience, innovation, reflective thinking)
Rationale
Rationale
Rationale
Rationale
Builds focus and accuracy under pressure.
Builds focus and accuracy under pressure.
Reduces errors through sharper thinking.
Reduces errors through sharper thinking.
Builds focus and accuracy under pressure
Reduces errors through sharper thinking
Drives self-awareness/cognition awareness
Drives self-awareness/cognition awareness
Drives self-awareness/cognition awareness
Building empathy and social awareness.
Building empathy and social awareness.
Building empathy and social awareness.
Improves collaboration and reduces conflict
Improves collaboration and reduces conflict
Improves collaboration and reduces conflict
Enhancing resilience and flexible thinking
Enhancing resilience and flexible thinking
Enhancing resilience and flexible thinking
Prepares people for change, growth, and leadership roles
Prepares people for change, growth, and leadership roles
Prepares people for change, growth, and leadership roles
Rationale
Builds focus and accuracy under pressure.
Reduces errors through sharper thinking.
Reduces errors through sharper thinking
Drives self-awareness/cognition awareness
Building empathy and social awareness.
Improves collaboration and reduces conflict
Enhancing resilience and flexible thinking
Prepares people for change, growth, and leadership roles
Improving performance means working on both the visible behaviors and the thinking patterns behind them. The right coaching modality addresses those needs, and helps people perform better and stay consistent over time.
Improving performance means working on both the visible behaviors and the thinking patterns behind them. The right coaching modality addresses those needs, and helps people perform better and stay consistent over time.
Improving performance means working on both the visible behaviors and the thinking patterns behind them. The right coaching modality addresses those needs, and helps people perform better and stay consistent over time.
Improving performance means working on both the visible behaviors and the thinking patterns behind them. The right coaching modality addresses those needs, and helps people perform better and stay consistent over time.
Frequently Asked Questions
Frequently Asked Questions
What is the difference between thinking and behavior in work?
Thinking refers to the mental processes—attention, memory, problem-solving—that shape how you approach tasks. Behavior is the outward expression of those processes in how you act, interact, and adapt. Conventional coaching often focuses only on behaviors (what’s visible), but misses the deeper thinking patterns that drive them.
What is the difference between thinking and behavior in work?
Thinking refers to the mental processes—attention, memory, problem-solving—that shape how you approach tasks. Behavior is the outward expression of those processes in how you act, interact, and adapt. Conventional coaching often focuses only on behaviors (what’s visible), but misses the deeper thinking patterns that drive them.
What is the difference between thinking and behavior in work?
Thinking refers to the mental processes—attention, memory, problem-solving—that shape how you approach tasks. Behavior is the outward expression of those processes in how you act, interact, and adapt. Conventional coaching often focuses only on behaviors (what’s visible), but misses the deeper thinking patterns that drive them.
What is the difference between thinking and behavior in work?
Thinking refers to the mental processes—attention, memory, problem-solving—that shape how you approach tasks. Behavior is the outward expression of those processes in how you act, interact, and adapt. Conventional coaching often focuses only on behaviors (what’s visible), but misses the deeper thinking patterns that drive them.
What is the difference between thinking and behavior in work?
Thinking refers to the mental processes—attention, memory, problem-solving—that shape how you approach tasks. Behavior is the outward expression of those processes in how you act, interact, and adapt. Conventional coaching often focuses only on behaviors (what’s visible), but misses the deeper thinking patterns that drive them.
Why can’t one coaching method work across all three performance dimensions?
Because each dimension relies on different abilities—thinking for tasks, social awareness for relationships, and flexible reasoning for adaptation. A single method misses these unique needs.
Why can’t one coaching method work across all three performance dimensions?
Because each dimension relies on different abilities—thinking for tasks, social awareness for relationships, and flexible reasoning for adaptation. A single method misses these unique needs.
Why can’t one coaching method work across all three performance dimensions?
Because each dimension relies on different abilities—thinking for tasks, social awareness for relationships, and flexible reasoning for adaptation. A single method misses these unique needs.
Why can’t one coaching method work across all three performance dimensions?
Because each dimension relies on different abilities—thinking for tasks, social awareness for relationships, and flexible reasoning for adaptation. A single method misses these unique needs.
Why can’t one coaching method work across all three performance dimensions?
Because each dimension relies on different abilities—thinking for tasks, social awareness for relationships, and flexible reasoning for adaptation. A single method misses these unique needs.
How will cognitive coaching help where conventional coaching won’t?
Conventional coaching focuses on visible behaviors. Cognitive coaching targets the thinking processes—like attention, decision-making, and emotional control—that drive those behaviors. It requires coaches with psychological training, which most conventional coaches do not have.
How will cognitive coaching help where conventional coaching won’t?
Conventional coaching focuses on visible behaviors. Cognitive coaching targets the thinking processes—like attention, decision-making, and emotional control—that drive those behaviors. It requires coaches with psychological training, which most conventional coaches do not have.
How will cognitive coaching help where conventional coaching won’t?
Conventional coaching focuses on visible behaviors. Cognitive coaching targets the thinking processes—like attention, decision-making, and emotional control—that drive those behaviors. It requires coaches with psychological training, which most conventional coaches do not have.
How will cognitive coaching help where conventional coaching won’t?
Conventional coaching focuses on visible behaviors. Cognitive coaching targets the thinking processes—like attention, decision-making, and emotional control—that drive those behaviors. It requires coaches with psychological training, which most conventional coaches do not have.
How will cognitive coaching help where conventional coaching won’t?
Conventional coaching focuses on visible behaviors. Cognitive coaching targets the thinking processes—like attention, decision-making, and emotional control—that drive those behaviors. It requires coaches with psychological training, which most conventional coaches do not have.
What is metacognition?
Metacognition is simply “thinking about your thinking.” It means being aware of how you process information, make decisions, and solve problems. In coaching, developing metacognition helps individuals recognize unhelpful thought patterns and replace them with strategies that lead to better performance.
What is metacognition?
Metacognition is simply “thinking about your thinking.” It means being aware of how you process information, make decisions, and solve problems. In coaching, developing metacognition helps individuals recognize unhelpful thought patterns and replace them with strategies that lead to better performance.
What is metacognition?
Metacognition is simply “thinking about your thinking.” It means being aware of how you process information, make decisions, and solve problems. In coaching, developing metacognition helps individuals recognize unhelpful thought patterns and replace them with strategies that lead to better performance.
What is metacognition?
Metacognition is simply “thinking about your thinking.” It means being aware of how you process information, make decisions, and solve problems. In coaching, developing metacognition helps individuals recognize unhelpful thought patterns and replace them with strategies that lead to better performance.
What is metacognition?
Metacognition is simply “thinking about your thinking.” It means being aware of how you process information, make decisions, and solve problems. In coaching, developing metacognition helps individuals recognize unhelpful thought patterns and replace them with strategies that lead to better performance.
Ready to explore how this works for you?
Ready to explore how this works for you?
Ready to explore how this works for you?
Ready to explore how this works for you?
©️ 2025 Productive Mindset Lab Pvt. Ltd. All rights reserved.
FL
P THE COGNITIVE SWITCH
©️ 2025 Productive Mindset Lab Pvt. Ltd. All rights reserved.
FLP THE COGNITIVE SWITCH
©️ 2025 Productive Mindset Lab Pvt. Ltd. All rights reserved.
FLP THE COGNITIVE SWITCH
©️ 2025 Productive Mindset Lab Pvt. Ltd. All rights reserved.
FLP THE COGNITIVE SWITCH
©️ 2025 Productive Mindset Lab Pvt. Ltd. All rights reserved.
FLP THE COGNITIVE SWITCH