You've hired great people.
Help them perform like it.
Your onboarding gives people the systems, processes and knowledge to do the job. Performance Onboarding builds the clarity, confidence, energy and consistency that help them do it at their best.
Three workshops. Individual coaching. Across the first 90 days.
Your onboarding teaches people how your business works. Performance Onboarding helps them perform at their best within it.
Traditional Onboarding
- Role
- Systems
- Processes
- Platforms
- Policies
- Products
- Organisation
Performance Onboarding
- Clarity
- Confidence
- Energy
- Resilience
- Focus
- Consistency
- Performance
These two things do different jobs, and both are needed. One prepares someone for the role. The other prepares them to perform in it.
By week two they know where everything is. They still don't know how they need to operate.
A new senior hire is rarely doing one thing at a time. In the first 90 days they're usually trying to do all of this at once — while being watched.
Most organisations teach people how the business operates. Far fewer give them structured support on how they need to operate within it.
People stepping into something bigger.
This isn't general onboarding for every employee. It's designed for mid-to-senior professionals entering a significant new chapter — where the cost of a slow or difficult transition is highest.
New external hires
Joining an unfamiliar organisation and culture.
Newly promoted employees
Operating at a level they haven't operated at before.
First-time leaders
Moving from doing the work to leading people who do it.
Expanded remits
More scope, more stakeholders, more commercial accountability.
Senior appointments
Expected to demonstrate credibility and judgement early.
Executives entering a new business
High visibility, high expectation, limited context.
Learn. Apply. Coach. Repeat.
Development front-loaded into week one gets lost. The programme runs across roughly three months so each idea gets introduced, tested in the real role, then worked through individually — before the next one arrives.
Think Better
Build clarity and confidence.
Feel Better
Build energy and resilience.
Perform Better
Build execution and consistency.
Think Better. Feel Better. Perform Better.
Each phase introduces evidence-informed performance principles, then gives participants the space to apply them to their own transition.
Think Better
The psychological and strategic foundations for a new role.
- Defining what success actually looks like
- Priorities and where attention goes
- Identity, values and self-belief
- Managing imposter feelings
- Beliefs, mindset and self-talk
- Stakeholder awareness and credibility
- Navigating uncertainty
Feel Better
The physical and emotional capacity to sustain it.
- Energy management
- Sleep and recovery
- Stress and emotional regulation
- Performing under pressure
- Boundaries and sustainable working patterns
- Relationships inside and outside work
- Avoiding unsustainable early-role habits
Perform Better
Turning insight into repeatable behaviour.
- Effort-based versus outcome-based goals
- Identifying high-leverage activity
- Implementation intentions and habits
- Beating procrastination
- Decision-making under load
- Accountability and follow-through
- Building a personal performance system
The workshop provides the framework. The coaching makes it personal.
Shared language, evidence-informed principles.
Interactive sessions introduce the performance principles behind each phase and give the cohort a common framework and vocabulary to work from.
Applied to one person's actual situation.
Coaching is not a repeat of the workshop. It's where a participant works out what these principles mean for their role, their team and the specific thing in front of them right now.
Ten people leave the same workshop with ten different problems.
On any given cohort, participants are individually dealing with things like:
Coaching is the space where those get addressed properly — with reflection, accountability and behavioural change attached.
Image slot — photograph of a Think. Feel. Perform.™ workshop
Built to fit around how your business already runs.
The workshop rhythm stays consistent. Cohort size, coaching volume and delivery method are configured to your objectives, seniority mix and budget.
Three ways to engage.
Every programme is scoped against your cohort and objectives. These are the three broad shapes most organisations start from.
Think. Feel. Perform.™ Workshops
Introduce the framework across a cohort.
For organisations wanting to give a group of new hires or newly promoted leaders a shared performance framework.
- 3 interactive workshops across approx. 90 days
- THINK Better
- FEEL Better
- PERFORM Better
- Supporting exercises and resources
- Up to approx. 20 participants
- Programme evaluation
Workshops + Individual Coaching
The fullest expression of the model.
Everything in Foundation, plus individual performance coaching so each participant applies the framework to their own transition.
- 3 Think. Feel. Perform.™ workshops
- Individual performance coaching sessions
- Personalised application and reflection
- Accountability between workshops
- Individual performance plans
- Coaching volume tailored to cohort size and need
- Programme evaluation
Executive Performance Onboarding
For senior leaders in particularly demanding roles.
A bespoke, extended engagement for a small number of executives where the transition carries significant organisational weight.
- Think. Feel. Perform.™ framework
- Bespoke 1:1 coaching
- Approx. six months of support
- Personal Operating System Map
- Personal Energy Plan
- 90-Day Performance Plan
- Ongoing accountability through the transition
What the programme is designed to support.
Performance Onboarding is a development programme, not a guarantee. Here's what it's built to do — and what we'd look to see movement in.
Faster time-to-performance
Helping people establish priorities, confidence and effective working behaviours earlier in their transition.
Stronger role transitions
Structured support as employees adapt to increased expectations, unfamiliar environments and new responsibilities.
Sustainable performance
Developing energy, resilience and repeatable habits rather than relying on unsustainable early effort.
Greater clarity and focus
Helping participants identify what matters most and direct their attention accordingly.
Stronger employee experience
A visible investment in someone's development at the start of an important new chapter.
Leadership development
Support for newly promoted and first-time leaders as they adapt to leading others.
You'll see whether it moved anything.
Programmes can include pre- and post-programme self-assessment across the areas the programme targets:
Alongside participation and completion data, participant satisfaction, programme feedback and anonymised cohort themes. Where agreed, you receive a programme-level impact summary at the end.
You fund the programme. You don't sit in the room.
Individual coaching conversations stay between coach and participant. That's what makes them useful.
The employer does not receive
Individual session notes. Private disclosures. Any detail of what was discussed in coaching.
Where agreed, the employer receives
Participation and completion information, anonymised cohort-level themes, aggregate programme measures and programme feedback.
Evidence from the room.
Christopher Crolla
“Since introducing one-to-one sessions with Paul, I've watched members of my team grow in confidence, gain greater clarity and consistently improve their performance…If you're looking for someone who can help individuals or teams build clarity, confidence and consistency, I couldn't recommend him highly enough.”
Corporate or L&D testimonial. Ideally a buyer describing why they ran the programme and what changed for the cohort.
Participant testimonial from a workshop or a coached transition. Ideally referencing clarity, confidence or consistency in a new role.
About Your Coach
Meet Paul McCormack
Performance Coach · Positive Psychology Specialist
I specialise in helping ambitious professionals close the gap between how they're currently operating and what they're capable of — building greater clarity, confidence and consistency in how they think, feel and perform.
Before coaching, I spent 15+ years in corporate roles across finance, recruitment and legal in London and Sydney. I've sat in the seat your people are about to sit in, and I understand the environments they're walking into.
- Certified Performance Coach
- Positive Psychology Specialism
- EMCC Global Accredited Practitioner
- Creator of the Think. Feel. Perform. Method™
- 15+ Yrs Corporate Experience
The same methodology, three ways in.
Everything I deliver runs on the Think. Feel. Perform. Method™. What changes is who's investing, and on whose behalf.
Private coaching
An ambitious professional personally chooses to work with me on their own development.
Individual CoachingPlaced to Perform™
A recruitment business offers a successfully placed candidate a complimentary coaching session.
Recruitment PartnersPerformance Onboarding
An employer invests in performance development and coaching for new hires and newly promoted leaders.
Help your people start strong — and perform sustainably.
If you're responsible for onboarding, talent or leadership development, let's have a short conversation about where Performance Onboarding could sit alongside what you already run — and what a first cohort might look like.
No pitch deck required. Twenty minutes on your cohort, your existing onboarding and whether this is a fit.