StrategyDriven Podcasts focus on the tools and techniques executives and managers can use to improve their organization’s alignment and accountability to ultimately achieve better results. These podcasts elaborate on the best practice and warning flag posts on the StrategyDriven website.
Episode 5 – Introduction to Organizational Performance Measures serves as a foundation for the upcoming series of podcasts on the best practices associated with organizational performance measures. This discussion…
defines organizational performance measures
examines the primary uses of performance measures
identifies the common characteristics of well constructed performance indicators
Nathan Ives is a StrategyDriven Principal, and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.
Once a decision’s requirements, important value-adding, and nice-to-have characteristics are defined and various options possessing these qualities evaluated, the total value of each alternative must be assessed in order to enable option selection that will most effectively achieve the desired results.
Hi there! Gain access to this article with a StrategyDriven Insights Library – Total Access subscription or buy access to the article itself.
Subscribe to the StrategyDriven Insights Library
Sign-up now for your StrategyDriven Insights Library – Total Access subscription for as low as $15 / month (paid annually).
“Diversity and inclusion exists when members of an organization act in a manner that recognizes and respects individual similarities and differences such that employees feel they and their work are valued and meaningfully contribute to the mission of the organization.”
StrategyDriven Contributors
Remaining relevant in today’s hyper-competitive business environment requires the full engagement of an organization’s workforce and the retention of highly talented employees. To accomplish this, leaders must capture the passion and commitment of subordinates by providing them with work that has a meaningful impactful on others and is quantifiablely measurable and rewarded; all while connecting with them on a personal level. Similarly, individuals need to connect with their peers in a way that makes them feel their contributions meaningfully add to the team and the organization’s overall success. Simply put, individuals seek to be valuable to and valued by their organizations; limited only by their abilities and desires. Without this sense of value and connectedness, a job becomes nothing more than the means to a paycheck, productivity declines toward that which is required to maintain employment, and attrition rises as employees seek more fulfilling work; all at great cost to the organization.
Gallup researchers found that within the average organization:
29 percent of employees are engaged; working with passion and feeling connected to their company
56 percent of employees are not engaged; putting in time but not energy or passion into their work
15 percent of employees are actively disengaged; acting out their unhappiness and undermining the accomplishments of engaged employees
This research also showed that engaged employees are more productive, profitable, safer, create stronger customer relationships, and stay longer with their company than less engaged employees.
Source:
Gallup Study: Engaged Employees Inspire Company Innovation, Gallup Management Journal, October 2006
Increasing workforce diversification challenges all members of an organization attempting to satisfy the individual value proposition. Differences in age, race, gender, religion, and sexual orientation to name but only a few, influence what makes individuals feel valued. Studies have shown the degree to which an individual feels valued by his/her superiors and peers in large part defines his/her work engagement and the subsequent value offered to the organization. Thus, the challenge is a circular one best solved by fostering an organizational culture that respects and embraces diversity and inclusion.
Focus of the Diversity and Inclusion Forum
While there exists a natural association between diversity and inclusion and organizational accountability, this forum will focus on the principles, best practices, and warning flags associated with establishing and maintaining a workplace environment that respects and values individual differences in order to earn full employee engagement and commitment to the achievement of the organization’s goals. The following articles, podcasts, documents, and resources cover those topics critical to enhancing workplace diversity and inclusion.
https://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.png00StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2008-01-03 18:57:072016-08-08 16:25:28StrategyDriven Diversity and Inclusion Forum
StrategyDriven Podcasts focus on the tools and techniques executives and managers can use to improve their organization’s alignment and accountability to ultimately achieve superior results. These podcasts elaborate on the best practice and warning flag articles on the StrategyDriven website.
Nathan Ives is a StrategyDriven Principal, and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.
https://www.strategydriven.com/wp-content/uploads/Base3000x3000-SDP.jpg30003000StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2008-01-01 09:09:032019-07-05 20:35:08StrategyDriven Podcast Episode 4 – Prioritize the Mission, part 2 of 2
A VETERAN OWNED SMALL BUSINESS | Call or text now for a FREE consultation: +1 (770) 765-3692 | 
Nathan Ives is a StrategyDriven Principal, and Host of the StrategyDriven Podcast. For over twenty years, he has served as trusted advisor to executives and managers at dozens of Fortune 500 and smaller companies in the areas of management effectiveness, organizational development, and process improvement. To read Nathan’s complete biography, click here.
“Diversity and inclusion exists when members of an organization act in a manner that recognizes and respects individual similarities and differences such that employees feel they and their work are valued and meaningfully contribute to the mission of the organization.”
Business Programs