Alternative Selection Best Practice 4 – Technically Right and Absolutely Wrong

Executives and managers are rightfully concerned about the costs and potential returns associated with the investments before them. Subsequently, business planners painstakingly research, analyze, and calculate the financials associated with each initiative to be considered and present these and the associated risks to business leaders. To enable comparison, risks are also presented in monetary terms. The analysis is then aggregated in a cost-return matrix and a recommendation developed based on the organization’s available investment capital for those initiatives exceeding the business’s return on investment threshold. Technically, these recommendations appear very sound; realistically, they can be absolutely wrong for the organization.


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Additional Information

StrategyDriven provides many tools to aid you in the identification of your organization’s cultural drivers including:

Corporate Cultures – Culture-based Work Performance Model

In, Culture’s Impact on How Work Gets Done, we described the profound influence an organization’s collective values have on the controls (individual knowledge and skills, standards and expectations, processes and procedures) and triggers (individual contributors, first line managers and supervisors, executives and senior managers) that determine what work is undertaken and the manner in which it is performed. Therefore, observations of an organization’s unique work controls and triggers preferences can be used to reveal many of the characteristics of its culture. And from these the benefits and risk factors an organization faces as a result of its culture.


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Corporate Cultures – Culture’s Impact on How Work Gets Done

An organization’s culture, its collectively shared values system, profoundly impacts what work is performed, when work is performed, and how work is performed. And the culture driver has as much if not more influence on the results achieved as does the organization’s land, labor, capital, technology, and intellectual property resources.


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Human Performance Management Best Practice 3 – Qualify, Verify, and Validate

StrategyDriven Human Performance Management Best Practice ArticleHuman error reduction not only applies to the performance of operational activities but to analytical tasks as well. Errors made during performance of these tasks frequently go unnoticed at the time of occurrence, only to become consequentially evident when action is taken based on the errant analysis. These latent errors can have an equally devastating financial, environmental, asset and human impact as operational performance errors; simply occurring with greater time separation between the error and the event. Therefore, human error reduction must be applied to these activities too.


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Talent Management Best Practice 1 – Ensure Employability

Decades ago, an individual typically had the opportunity to work for their entire career within one company. Times have changed. Process automation and streamlining as a form of cost reduction has driven corporate rightsizing; eliminating the lifelong job security of times past and heightening employment risk. Combined with evolving employee tastes and a need to increase productivity, talent development takes on new importance.


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Additional Information

StrategyDriven recommends a number of programs and resources to help further develop executives, managers, and employees. These are included in our:

  • Practices for Professionals: tried and true actions that enhance personal performance effectiveness and efficiency
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