While we voice concerns about debt and spending, we also need to be mindful of the state of employers, particularly small business and their struggles to remain competitive and viable. Statistically small business, employers of at least 50 percent of our workforce, are struggling, and eager to get your business. They are begging to serve […]
https://www.strategydriven.com/wp-content/uploads/Base3000x3000-SDEPP.jpg30003000StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2013-05-02 06:04:362016-06-11 16:18:34StrategyDriven Editorial Perspective – The Ugly Truth About Partisan Public Project Labor Agreements
All employees need to feel their work contributes to and is valued by the organization. While leaders may express appreciation for an individual or group’s work effort, resource management programs sometimes unintentionally marginalize employee contributions. Doing so causes employee dissatisfaction, burnout, and unwanted attrition. Resource management and strategic planning programs must therefore be carefully constructed so as to not unintentionally marginalize employee effort.
Organizational performance measurement systems are complex structures cascading vertically from the executive suite to the shop floor and stretching horizontally though many different functional workgroups. Consequently, the design of a performance measurement system takes on a high degree of complexity because of the numerous interrelationships between various organizational levels and workgroups and the cross-functional sharing of common metrics. Thus, it is important to employ a multidiscipline team to design the measurement system, one that includes representatives from all levels of the organization as well as each functional area.
https://www.strategydriven.com/wp-content/uploads/OPMMultidisciplineTeam.jpg282425Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2013-04-23 06:39:322020-10-24 16:28:51Use a Multidiscipline Team to Develop the Performance Measurement System
A performance metrics system is, in part, a communications mechanism conveying the organization’s performance against stated goals and in doing so reinforces leadership’s commitment to stated behaviors and results. To effectively achieve these objectives, performance measurement system communications must reach their intended audience. Too often, the organization’s metrics remain largely unobserved; residing on desktop computer dashboards or in binders tucked away in filing cabinets. Broad, direct, routine communication of performance measurement system’s output to those affecting the results is therefore necessary to achieve the reinforcement desired.
Winning Strategies for Power Presentations by Jerry Weissman About the Book Winning Strategies for Power Presentations by Jerry Weissman is a vast collection of presentation best practices focused on gaining and retaining the audience’s attention and effectively conveying the message desired. Jerry takes his presentation lessons from history’s many great orators and presenters. These collections […]
https://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.png00StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2013-04-11 06:13:512013-03-17 10:22:59Recommended Resources – Winning Strategies for Power Presentations
Almost everything done in the modern business world involves some sort of data transaction and/or creation. Transactions performed in one computer application often contribute to or initiate the generation of additional data in another system. It is from these interrelated data sets that performance metrics are derived. Consequently, the actions taken by an individual using one system can knowingly and unknowingly drive the behaviors of numerous others and influence performance measurement output.
I Have a Strategy, No You Don’t: The Illustrated Guide to Strategy by Howell J Malham Jr About the Book I Have a Strategy, No You Don’t: The Illustrated Guide to Strategy by Howell J Malham Jr provides an illustrated definition of business strategy. Howell breaks down the concept of strategy into its component parts […]
https://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.png00StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2013-04-04 06:12:252016-05-13 20:11:21Recommended Resources – I Have A Strategy, No You Don’t
Co-authors Nathan Ives, StrategyDriven Principal and Scot Park, Artower Principal, released a new white paper on organizational alignment and performance improvement for the healthcare industry. The paper describes how best practices in measuring organizational performance in the nuclear power industry can be applied to healthcare providers facing the daunting challenge of concurrently increasing production, efficiency, […]
Top executives set the behavioral tone of an organization. These leaders, particularly the Chief Executive Officer (CEO), are not only responsible for establishing the organization’s vision, mission, values, and goals, but through their decisions, actions, and communications convey to the workforce their commitment to the achievement of these expectations. Such conveyance demands that these expectations also be programmatic embedded within the organization’s policies, procedures, standards, and performance measures. Therefore, it is crucial that the executive team approves, buys-in to, and reinforces the organizational performance measurement system so to ensure its credibility with the workforce at large.
https://www.strategydriven.com/wp-content/uploads/CEOApproval.jpg282425Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2013-04-02 06:19:502020-10-24 16:17:16System Approval by the CEO
How do you communicate? How good of a communicator are you? If you want to make a winning sales pitch, it takes a combination of your presentation skills and your communication skills. It’s the little known sales skill: How to get others to listen to you. Or better stated, WANT to listen to you. SALES […]
https://www.strategydriven.com/wp-content/uploads/JeffreyGitomer.jpg218156StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2013-04-01 06:21:582016-08-07 21:40:57The difference between presentation and communication
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Business Programs
StrategyDriven Editorial Perspective – The Ugly Truth About Partisan Public Project Labor Agreements
/in StrategyDriven Editorial Perspective/by Wendy PowellWhile we voice concerns about debt and spending, we also need to be mindful of the state of employers, particularly small business and their struggles to remain competitive and viable. Statistically small business, employers of at least 50 percent of our workforce, are struggling, and eager to get your business. They are begging to serve […]
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Resource Management Warning Flag 3 – Marginalizing Employee Contributions
/in Premium, Resource Management/by Nathan IvesAll employees need to feel their work contributes to and is valued by the organization. While leaders may express appreciation for an individual or group’s work effort, resource management programs sometimes unintentionally marginalize employee contributions. Doing so causes employee dissatisfaction, burnout, and unwanted attrition. Resource management and strategic planning programs must therefore be carefully constructed so as to not unintentionally marginalize employee effort.
Use a Multidiscipline Team to Develop the Performance Measurement System
/in Organizational Performance Measures, Premium/by Nathan IvesOrganizational performance measurement systems are complex structures cascading vertically from the executive suite to the shop floor and stretching horizontally though many different functional workgroups. Consequently, the design of a performance measurement system takes on a high degree of complexity because of the numerous interrelationships between various organizational levels and workgroups and the cross-functional sharing of common metrics. Thus, it is important to employ a multidiscipline team to design the measurement system, one that includes representatives from all levels of the organization as well as each functional area.
Broad Communication
/in Organizational Performance Measures, Premium/by Nathan IvesA performance metrics system is, in part, a communications mechanism conveying the organization’s performance against stated goals and in doing so reinforces leadership’s commitment to stated behaviors and results. To effectively achieve these objectives, performance measurement system communications must reach their intended audience. Too often, the organization’s metrics remain largely unobserved; residing on desktop computer dashboards or in binders tucked away in filing cabinets. Broad, direct, routine communication of performance measurement system’s output to those affecting the results is therefore necessary to achieve the reinforcement desired.
Recommended Resources – Winning Strategies for Power Presentations
/in Business Communications, Practices for Professionals, Recommended Resources/by StrategyDrivenWinning Strategies for Power Presentations by Jerry Weissman About the Book Winning Strategies for Power Presentations by Jerry Weissman is a vast collection of presentation best practices focused on gaining and retaining the audience’s attention and effectively conveying the message desired. Jerry takes his presentation lessons from history’s many great orators and presenters. These collections […]
It’s All Integrated
/in Organizational Performance Measures, Premium/by Nathan IvesAlmost everything done in the modern business world involves some sort of data transaction and/or creation. Transactions performed in one computer application often contribute to or initiate the generation of additional data in another system. It is from these interrelated data sets that performance metrics are derived. Consequently, the actions taken by an individual using one system can knowingly and unknowingly drive the behaviors of numerous others and influence performance measurement output.
Recommended Resources – I Have A Strategy, No You Don’t
/in Recommended Resources, Strategic Planning/by StrategyDrivenI Have a Strategy, No You Don’t: The Illustrated Guide to Strategy by Howell J Malham Jr About the Book I Have a Strategy, No You Don’t: The Illustrated Guide to Strategy by Howell J Malham Jr provides an illustrated definition of business strategy. Howell breaks down the concept of strategy into its component parts […]
Achieving Organizational Alignment within Healthcare Organizations
/in Announcements, Organizational Performance Measures/by Scot Park and Nathan IvesCo-authors Nathan Ives, StrategyDriven Principal and Scot Park, Artower Principal, released a new white paper on organizational alignment and performance improvement for the healthcare industry. The paper describes how best practices in measuring organizational performance in the nuclear power industry can be applied to healthcare providers facing the daunting challenge of concurrently increasing production, efficiency, […]
System Approval by the CEO
/in Organizational Performance Measures, Premium/by Nathan IvesTop executives set the behavioral tone of an organization. These leaders, particularly the Chief Executive Officer (CEO), are not only responsible for establishing the organization’s vision, mission, values, and goals, but through their decisions, actions, and communications convey to the workforce their commitment to the achievement of these expectations. Such conveyance demands that these expectations also be programmatic embedded within the organization’s policies, procedures, standards, and performance measures. Therefore, it is crucial that the executive team approves, buys-in to, and reinforces the organizational performance measurement system so to ensure its credibility with the workforce at large.
The difference between presentation and communication
/in Business Communications/by Jeffrey GitomerHow do you communicate? How good of a communicator are you? If you want to make a winning sales pitch, it takes a combination of your presentation skills and your communication skills. It’s the little known sales skill: How to get others to listen to you. Or better stated, WANT to listen to you. SALES […]