We use methods in our businesses and organisations to build capability within our teams. The value that comes from this skill set, the outcomes and results we seek become more predictable. In this article we will define what a method is. How methods fit together and we will also identify the method for performance measurement.
The Criteria for a Method that Works
We need a criteria for a method that is useful. Meaning that we need to move from “ideas” or “concepts” to something that is more robust. Something that meets the criteria below.
Theory
First, for any method to be useful, it needs to be based on research and theory. That means that it has been founded and proven by research that tests the principles and ideas behind the method.
Practice
Whilst we are looking for solid rationale and research to be behind the method – we also need it to be useful in practice. Not theoretical only, but practical for people to use.
Whole
This element of the method means that it needs to be complete, or comprehensive. It does not do half the job and leave us to make up the rest. That is not a method. Being whole here also means that it is not prescriptive – it does not give us the answer – it gives us the method to find the answer. The method provides us with the complete set of tools to apply and discover those answers for us, for our organisation, in our context.
Parts
For the method to be reliable and useful for us, it needs to be broken down into parts. This allows it to be learned by people. The method is also open or transparent (there are no secret components only know to those who have mastered it). Finally, the method will have everything we need (necessary) to use this approach and gain the benefits from it.
Two Well Known Methods that meet these criteria
Prosci Change Management
Prosci is a Change Management method that is based on the proven research of how people change.
Firstly, a person becomes aware of the need for change. Then they will (hopefully) develop a desire to support that change.
Once they have reached this point, they then need to gain knowledge of how to change. Creating ability to change and then reinforcing their new habits and beliefs when they have changed.
We can see this process is the same for anyone that wants, perhaps, to give up smoking, or adopt new behaviours or skills in their organisation.
Prosci recognised that organisational change is achieved through the collective of individuals that change (using ADKAR) in the organisation.
And as such Prosci then created a full toolkit to support organisations want to change.
Prosci and ADKAR in this way meets the (above) criteria for a method.
(Related Blog Post: Change: sudden or slow)
Project Management
In a very similar, and familiar way, we see many methods available today for project management.
Whether it is for the construction of infrastructure, creating a new app, or implementing a new IT system. Example, Prince2 below.
We use project management methods, firstly because they meet the criteria set out earlier. Secondly, because we want to realise the benefits from using the method (later in this article).
Methods Work Together and Compliment Each Other
Let’s say, for example, we are implementing a new ERP (enterprise resource planning system) into our organisation. This initiative would benefit by using methods.
Firstly, in the design, implementation and management of the ERP project (or program).
And secondly, in using a method for change management (such as Prosci). To engage the people in the behavioural change element of the project. That part of the project will assist people in letting go of their old systems and processes and adopting the new work practices and procedures of the new ERP.
These methods fit together. It is as if they dovetail together to make the management and implementation of the initiative stronger.
Using methods together like this allows us to ensure the project has a greater chance of success. Once again, through initiatives (like this ERP example) the organisation can realise the benefits from these methods.
The Benefits of Using Methods
Businesses and organisations that use methods gain advantage and efficiency in the way they work. In how their people work together, with the tools they have to do this work. Here is a brief discussion on those benefits.
1. Methods Compliment Each Other
The first benefit we discussed above, methods can be used to compliment each other. When an organisation is using a method for a specific part of an initiative (such as the ERP example) or an ongoing business practice; the methods work together to bring more discipline to the way the work is done.
2. Common Approach
When using methods, there is a consistent approach that the organisation uses to get the work done. This consistent approach, defined by the methods used, reduces waste (time, effort etc) and frustration within the teams.
3. Consistent Set of Tools
When a method is adopted within the business the teams have a consistent set of tools to use. Everyone knows the template or proforma to use at each stage of the work. When everyone is using the same tools, teams across the organisation can collaborate much more easily. The work done with and around these methods is done more efficiently. That is, less wasted time and effort from a shared understanding of the tools we are using to do the work.
4. Same Language
Quite often teams discuss organisational matters and yet everyone seems to be using a different language. Therefore, there is no shared understanding among the team or teams. For example, what to you refer to as “strategy”…? Or even, “the customer”…? Another big one is “KPI”. I regularly see an organisation refer to a KPI as an action or a target, or a vague goal, or a regular activity that is expected to be done at specific times…(see more on this point below in the method for performance measurement).
When a business uses methods the language the people and teams use is understood. Specific terms, techniques and processes have a meaning in the organisation. Everyone speaks and understands the same language.
The organisation and people share a common vocabulary.
5. Build Capability
Having methods within our business allows us to build organisational capability through using the methods. If we are using “ideas” or “concepts” we will be fragmenting the efforts of our teams.
Creating internal skills and ability in the methods we use, builds a collective capability, which means the organisation can harness this capability to progress towards the outcomes in the strategy. The people use the methods and apply them to the context of their organisation. Using these methods then overcomes organisational challenges by bringing the people together with a common approach, language and set of tools.
6. The Oganisations Results Become More Predictable
When everyone in the business is using the same methods, with the same set of tools, speaking the same language and has skills in these methods, the results the organisation seeks become more predictable.
Using the methods brings reliability and consistency to work effort and provides leaders with delivery confidence.
The Method for Performance Measurement
Okay, so we have seen how methods really help us in our organisations. With a list of benefits, we have been using methods in our businesses for a very long time.
Whilst methods such as change and project management might now be well adopted, the method for performance measurement is still in the early stages of adoption.
PuMP®, the method for performance measurement was developed about 25 years ago by statistician Stacey Barr and is now used around the world. PuMP® meets our criteria for a method. This method creates a clear language around measurement. Such as what a measurable outcome is, what a performance measure is, what a target is etc. And ensures that every performance measure is defined, so teams can be confident using those measures.
It is based on research, deals will all elements of organisational performance measurement with a complete set of tools and techniques. Businesses have built capability in PuMP®.
PuMP®, like the other methods mentioned above, fit in and alongside other methods. When this method for performance measurement is combined with other methods, we create skill and capability within the organisation to realise the benefits listed above.
(Read more on PuMP® is these two articles on my blog: Eight Steps to a High Performance Organisation, and Which KPI Approaches Work?)
Summary
It is a long-established business practice to use methods within the organisation.
When the teams and people within the organisation use the same language and set of tools, the work becomes easier. Collaboration across teams is easier. Strategy is clearer. Outcomes are more predictable.
The benefits of using methods are significant. It really is a “no-brainer” to use methods.
Now is the time for businesses and organisations alike, to adopt one of the last methods we need. The method for performance measurement.
As at the time of writing, PuMP® is the only approach to performance measurement that we can truly call a method.
Feature Image by Jason Goodman on Unsplash