There are workplaces with a culture expectation of work tracked by shift hours or a behavior standard to cover all tattoos. A workplace belief and custom may be whispering through cubicle workstations. These are examples of contextual elements in the workplace.

Context is one of three performance factors used to improve performance outcomes.

Contextual elements identify opportunities for education, employment and economic support as accepted by the culture in which one is a member. Context is one of three performance factors to divide performance into behavior-specific elements. The elements categorized as contextual include:

  • expectations of culture,
  • personal beliefs and customs,
  • behavioral standards,
  • demographics,
  • stage of life and history, and
  • relationship to time.


Occupation and sense are the additional factors to organizing performance elements. The context factor digs into workplace policy and procedures, as well as the employee’s present state of workability, perspective, and values. When employee and workplace contextual elements don’t support one another then performance outcomes weaken.

Questions to Ask:

  1. Is there clarity of workplace behavioral standards and expectations?
  2. At what rate do you adhere to these standards and expectations with 1 (least) to 10 (greatest).
  3. Which workplace contextual element is least aligned with yours?

When personal and workplace contextual elements work together then performance outcomes improve. For quality of work performance within cultural contexts schedule coaching today.

DESIGN^sensory-craving | a culture of products and interior environments to support users that crave sensory stimulation.
DESIGN^sensory over-reponsive | a culture of products and environments to support users who distract quickly to sensory stimulus
DESIGN^under-responsive | a culture of products and interiors that support users needs of sensory stimulus.


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