Four Ways Leaders Can Measure and Monitor Progress... and why only one of them changes, culture, and creates impact.
Webcast with Stacey Barr and Mark Hocknell (replay).
This webcast conducts a deep dive into:
- The four types of progress measures leaders need to monitor strategy execution and achieve results.
- When and how to use each type, so every measure serves its purpose effectively.
- A framework for balancing activity and impact, effort and leverage
- The one type of progress measure that drives strategic alignment, accelerates impact, and builds a performance culture.
Leader-Mangers know that it is essential to demonstrate where their efforts are making an impact. We need to be able to demonstrate our investments of time and money being spent are having the intended impact.
We need to see where the impact on organisational improvement and success is, and yet getting valid evidence often feels out of reach. This happens when especially when provided with scores “progress measures” that offer little insight.
Progress Measures
We often get drawn into the idea that tracking the work that gets done is really measuring performance. However, the challenge with this is that we are just monitoring the activity that is taking place, rather than understanding the impact that comes from that activity. Do those activities really move us towards the improvement goals we are seeking.
Understanding these four types of progress measures really unlocks the insight into how to use these various types of measures. Monitoring activity in some context is important to know that ‘stuff is getting done’.
The real insight and benefit comes in when we not only see the work is getting done, but we can also see the evidence of that work in the changes in the Performance Measures. As the Performance Measures give us feedback on the Performance Results from our Results Map.
More articles on this approach
More articles about this approach and method for performance measurement, and having evidence on how to close the strategy gap.
Eight Steps to a high performing organisation
How to Close the Strategic Gap