Performance Intelligence

Performance Intelligence Driving Workplace Performance. Building Cultures of Wellbeing. Science-backed programs for wellbeing, leadership and performance.

Performance Intelligence by Andrew May is a B2B consulting firm that helps organisations unlock peak performance, build resilient teams, and foster cultures of wellbeing. We combine science-backed strategies with practical tools to deliver measurable results across leadership, mental skills, and workplace wellbeing. We offer tailored programs, engaging keynotes, masterclasses and consulting design

ed to uplift your people and your bottom line. What We Do:
- Corporate Wellbeing Programs – Improve executive energy, resilience, and mental wellbeing.
- Leadership & Team Development – Build high-performing leaders and cohesive teams.
- Keynote Speaking – Inspire action through energising presentations on performance, mindset and leadership.
- Workshops & Masterclasses – Science-backed, high-impact learning experiences tailored to your team.
- Performance Intelligence Academy – A scalable digital platform for wellbeing and performance training across your organisation. Why Performance Intelligence?
✔️ Trusted by global organisations, elite athletes and ASX200 leaders
✔️ Led by high-performance coach and keynote speaker Andrew May
✔️ Evidence-based, practical and grounded in neuroscience
✔️ Proven results in resilience, retention and performance uplift
✔️ Scalable solutions for leaders, teams and entire workforces

Let’s Partner for Impact. Whether you’re an HR leader, Head of People & Culture or executive decision-maker, we’ll help you turn wellbeing into a competitive advantage. Book a discovery call today; visit: www.performanceintelligence.com

Talent gets you through the door. It does not keep you in the room. Kieren Jack went from the last pick in the draft to ...
11/06/2026

Talent gets you through the door. It does not keep you in the room. Kieren Jack went from the last pick in the draft to a premiership, an AFL Hall of Fame career, and then walked away to build a second life in business from scratch.

Want to know how he really did it? This conversation was recorded live, no script, no second takes.

New episode out now. Find us everywhere you get your podcasts by searching "Performance Intelligence" in your podcast app.

Most senior leaders can name three things they already know they should be doing differently.The same three things have ...
10/06/2026

Most senior leaders can name three things they already know they should be doing differently.
The same three things have been on their list for two years.

The cost is not just personal underperformance. It is the cultural ceiling they set for their team. The leader who tolerates their own gap signals to everyone watching that the gap is acceptable.

What is the one thing you have known you should be doing this week, and what reasonable-sounding story have you told yourself about why this isn't the right week to do it?

For more tips like this, subscribe to the Performance Pulse newsletter at https://performanceintelligence.com/ #:~:text=View%20All-,Performance%20Pulse.,-Subscribe%20to%20Performance

Most senior leaders think they have a knowledge problem.They don't. They have an application problem.The leaders with th...
09/06/2026

Most senior leaders think they have a knowledge problem.
They don't. They have an application problem.

The leaders with the biggest gaps in your organisation are often the most informed people in the room.

The thing that actually closes the gap is not the next book or the next framework. It is the willingness to do what you already know you should be doing, badly, in public, repeatedly, until you are no longer bad at it.

What is the gap you keep planning to close next quarter?

For more tips like this, subscribe to the Performance Pulse newsletter at https://performanceintelligence.com/ #:~:text=View%20All-,Performance%20Pulse.,-Subscribe%20to%20Performance

09/06/2026

The people who spend their lives helping others perform better are often the last ones to admit they're struggling.

Craig Harper has been motivating people for 40 years. Exercise scientist. PhD candidate. Author of 7x books. Host of one of Australia's most listened-to podcasts.

And recently, for the first time publicly, he said he's been lonely...

His parents are ageing. The drive is 5 hours return. The calls from clients still come.

This conversation is for anyone who gives more than they get. The coaches, the managers, the leaders, the parents. The ones everyone else leans on.

Who motivates the motivator? New episode out now: https://pod.fo/e/426e9c

The most revealing measure of a leader isn't their performance under observation.It's what they do when the schedule is ...
02/06/2026

The most revealing measure of a leader isn't their performance under observation.

It's what they do when the schedule is blank, the pressure is off, and nobody is marking the roll.

This week's Coaching Corner question:

What does your behaviour in the grey area, the unstructured, optional, unobserved time, actually signal to the people around you about what you value?

For more tips like this, subscribe to the Performance Pulse newsletter at https://performanceintelligence.com/ #:~:text=View%20All-,Performance%20Pulse.,-Subscribe%20to%20Performance

Culture is rarely built in the structured hours. It shows up in the unscheduled moments. The afternoon when the diary op...
01/06/2026

Culture is rarely built in the structured hours. It shows up in the unscheduled moments. The afternoon when the diary opens up. The week after a crisis closes. The decision a leader makes privately about what to do with feedback that stings.

Most leaders are not paying attention to those moments. Their teams are watching them carefully.

Read the full blog here: https://performanceintelligence.com/the-grey-area-is-where-leaders-are-actually-made/

Senior leaders talk about recovery constantly. They schedule it rarely.Here is the question worth sitting with this week...
29/05/2026

Senior leaders talk about recovery constantly. They schedule it rarely.

Here is the question worth sitting with this week:

When you look at your actual calendar for the next five working days, where is recovery specifically scheduled? Not a holiday you have booked for July. Not Saturday morning. This week. On a working day. In a working hour.

If you cannot find it, that is not a time problem. It is a priority problem. And the first step to closing it is being honest enough to name it.

What does your calendar actually say about what you value?

For more tips like this, subscribe to the Performance Pulse newsletter at https://performanceintelligence.com/ #:~:text=View%20All-,Performance%20Pulse.,-Subscribe%20to%20Performance

Three-quarters of a Super Rugby squad showed up voluntarily on their day off.Not because they were told to. Not because ...
28/05/2026

Three-quarters of a Super Rugby squad showed up voluntarily on their day off.

Not because they were told to. Not because it was tracked. Because one person they respected showed up first, every week, without asking anyone to follow.

That's how culture spreads through teams. Not through policy. Through visible behaviour in unstructured time.

The question worth asking: what does your team see you choosing to do when there is no obligation to choose anything?

For more tips like this, subscribe to the Performance Pulse newsletter at https://performanceintelligence.com/ #:~:text=View%20All-,Performance%20Pulse.,-Subscribe%20to%20Performance

Global trading environments are relentless.Constant pace. Cognitive overload. Distributed teams.The old model of “push h...
27/05/2026

Global trading environments are relentless.

Constant pace. Cognitive overload. Distributed teams.

The old model of “push harder” is breaking down.

This week, Andrew May, Dr Tom Buckley and Angela P**n launched a 6-week High Performing Teams program across Sydney and Singapore, beginning with Energy Management.

High performance is rarely a motivation problem.
It is usually an energy management problem.

The organisations performing best right now are becoming more intentional about recovery, movement, decision quality, focus and sustainable rhythm.

Not as wellbeing initiatives.
As performance strategy.

That is how behaviour change sticks.

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