How to make sure your goals are S.M.A.R.T. The typical approach to setting SMART goals (or sometimes a definition for KPIs) is that the goal has to be: Specific, Measurable, Achievable, Realistic and Timely, or Timebound. And that is the problem. With this proven goal setting approach the T originally stood for TIMELINE, not timely […]
READ MOREUnpack complexity for performance improvement
This article examines why we need to unpack complexity to unlock performance improvement learnings. Then we look at two techniques that can help us unpack complexity. When the complexity of what we are aiming to achieve is unpacked, only then can we use performance improvement tactics to progress towards the results and outcomes we seek. Success […]
READ MOREJudgement prevents learning
The goal of organisations is to improve performance. A key enabler of this is to become a learning organisation. By developing the organisational skill (or culture) of learning and applying this knowledge will improve the outcomes we realise. Over time we will learn how to get better at what we do, we will understand our […]
READ MORENo Profit Bludgers Please
‘Profit bludging’ is where leaders (typically) will seek to extract value for their organisation at the expense of others. Using economic power to force others within the supply chain to acquiesce to their demands. ‘Profit bludgers’ do not add value to the system, they decrease value. This is how Dr Lindy Edwards defines the term […]
READ MOREChange: sudden or slow
Understanding the change, and being able to meaningfully observe the change, will increase our ability to adapt suitably to the change. Which is one of the keys to survival. Sudden changes are dramatic. Slow change occurs insidiously. How do we observe the different types of change? As managers and leaders, we are often trained in, […]
READ MOREThe Eight Missed Opportunities for Employee Motivation
So many organisations – of all shapes, types and sizes – are attempting to improve their workforce culture. Trying to improve employee motivation. Leaders want people to be “engaged” at work. They want people to buy-in to the organisation’s goals and strategy. They want people to “work on” and not just “in” the business. Yet […]
READ MOREMore than just KPIs: Exploring performance measurement methodologies
The Enhancing Government Outcomes & Performance Measurement Criterion conference, was held in Canberra in the beginning of 2020. This presentation explored the various performance measurement methodologies and defined the method that develops meaningful KPIs. Introduction I think we all know that we’re not really good at KPIs. Our KPIs are often meaningless when it comes […]
READ MORENPS is more than just the number
Seems too many leaders and managers are using the NPS number (Net Promoter Score) as a target. As soon as you add a target to a measure, you will get unintended behavioural consequences that game the measure. That is not the goal or purpose of any measure. Especially true perhaps of NPS. Let’s examine how […]
READ MOREThe problem with counts and the job of performance measures
People often like to show me their organisation’s performance reports, with lists of measures,data points, pie charts and actions. And then ask me what I think. Call it an occupation hazard. Often the reports will have groupings around the departments, teams, or functions and it’s a way of tracking what the groups of people are […]
READ MOREMeasuring Outcomes in Government
Measuring outcomes – rather than outputs – is a key focus for agencies across all levels of government. To get greater return on investment for the community, we really need to understand the impact of our efforts. Measuring outcomes will provide evidence of that impact. There are four essential steps in measuring outcomes in government […]
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