Performance measurement systems should be anchored on the single measure of organizational success (defined by the organization's mission) and vertically cascaded down through the organization Each successive measurement tier becomes more specific than its predecessor with the lowest tier describing individual contributor behaviors and resulting outcomes.
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A company’s true value is largely determined by its long-term performance potential as shaped by management’s decisions made today. These decisions guide the translation of the company’s mission, its purpose for existing, into the products and services it provides and hopefully the market wants.
Strategic planning is an iterative, ongoing process consisting of:
Analysis: assessment of the internal and external factors effecting the organization’s ability to achieve its mission
Alternative Development: detailed assessment of the costs, benefits, and risks associated with strategic alternatives including both major, ongoing and newly proposed activities
Alternative Selection: identification of the current portfolio components and proposed activities that will be pursued and the time frame for execution
Resource Projections: aggregation of the personnel, financial, physical, and technological needs including an assessment of the ability to acquire these resources within the needed time frame
Plan Development: final validation of the organization’s mission and compilation and approval of its long-range and annual business plans
Execution of these iterative processes takes place throughout the year with a frequency dictated by the pace of market change.
Focus of the Strategic Planning Forum
This forum will focus on the principles, best practices, and warning flags associated with the leading practices of companies that successfully execute strategic planning processes to define objectives, drive alignment, and enhance performance. The following articles, podcasts, documents, and resources cover those topics critical to an exceptional strategic planning program.
Performance measures serve to align an organization’s efforts to the achievement of its mission. As part of a company’s evaluation and control program, they quantifiably monitor important characteristics of the company’s products and services and the performance of the individuals and processes creating them. Performance measures support managerial decision-making by providing useful information regarding:
how efficient and effective are the company’s processes and the individuals implementing them
if product or service improvements are necessary
if the company’s customers and stakeholders are satisfied
if the company is meeting its stated goals
Performance measures best serve an organization when they are understandable, broadly applicable, uniformly interpreted, and economic to apply. They should cascade through and organization’s hierarchy such that achievement of lower tiered performance goals support higher tiered goals that in turn ultimately support achievement of the company’s mission.
Focus of the Organizational Performance Measures Forum
This forum will focus on the principles, best practices, and warning flags associated with the leading practices of companies that successfully use performance measures to drive organizational alignment, accountability, and operational performance. The following articles, podcasts, documents, and resources cover those topics critical to a strong performance measurement system.
Strategy Maps by Robert S. Kaplan and David P. Norton
Enterprise Performance Measurement
We can work with you to assess and improve your performance measurement system; yielding metrics and reports that are operationally relevant, organizationally consistent, and economically implemented. The resulting system helps improve managerial decision-making, organizational alignment, and individual accountability. Learn more about how we can support your implementation and upgrade efforts or contact us for a personal consultation.
https://www.strategydriven.com/wp-content/uploads/OrgPerfMsrs.jpg263350Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2007-07-04 08:18:402018-06-18 21:32:38StrategyDriven Organizational Performance Measures Forum
Performance measures serve to align an organization’s efforts to the achievement of its mission. As part of a company’s evaluation and control program, they quantifiably monitor important characteristics of the company’s products and services and the performance of the individuals and processes creating them. Performance measures support managerial decision-making by providing useful information regarding:
how efficient and effective are the company’s processes and the individuals implementing them
if product or service improvements are necessary
if the company’s customers and stakeholders are satisfied
if the company is meeting its stated goals
Performance measures best serve an organization when they are understandable, broadly applicable, uniformly interpreted, and economic to apply. They should cascade through and organization’s hierarchy such that achievement of lower tiered performance goals support higher tiered goals that in turn ultimately support achievement of the company’s mission.
Focus of the Organizational Performance Measures Forum
This forum will focus on the principles, best practices, and warning flags associated with the leading practices of companies that successfully use performance measures to drive organizational alignment, accountability, and operational performance. The following articles, podcasts, documents, and resources cover those topics critical to a strong performance measurement system.
Strategy Maps by Robert S. Kaplan and David P. Norton
Enterprise Performance Measurement
We can work with you to assess and improve your performance measurement system; yielding metrics and reports that are operationally relevant, organizationally consistent, and economically implemented. The resulting system helps improve managerial decision-making, organizational alignment, and individual accountability. Learn more about how we can support your implementation and upgrade efforts or contact us for a personal consultation.
https://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.png00StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2007-07-04 08:18:402016-08-08 08:58:48StrategyDriven Organizational Performance Measures Forum
The terms management and leadership are often used interchangeably and managers are frequently assumed to be leaders. Nothing could be further from the truth.
The function of the manager, and therefore the definition of management, is to direct or supervise the resources under his or her charge to the accomplishment of managed group’s assigned work. This occurs through assigning individual tasks, allocating non-personnel resources, setting performance standards, monitoring performance, providing reinforcing and corrective feedback, and making ongoing adjustments as needed to ensure the on-time and on-budget completion of the managed group’s work.
Leaders are individuals of impeccable character, unquestioned integrity, and unwavering selflessness that endear followers and inspire trust. They possess a clear and vivid vision that they communicate to others who subsequently choose to support achievement of the vision. Leaders motivate and inspire followers to achieve more individually and collectively. Leadership is a quality of the person and not a right of the position – anyone can be a leader.
Therefore, while a manager can also be a leader, a manager is not necessarily a leader. Likewise, leaders do not necessarily hold management positions.
Articles in the Management category are dedicated to discussing the principles of successful management and leadership within the following topical areas:
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Business Programs
Vertical Cascading
/in Organizational Performance Measures, Premium/by Nathan IvesStrategyDriven Strategic Planning Forum
/in Strategic Planning/by StrategyDrivenStrategic planning is an iterative, ongoing process consisting of:
Execution of these iterative processes takes place throughout the year with a frequency dictated by the pace of market change.
Focus of the Strategic Planning Forum
This forum will focus on the principles, best practices, and warning flags associated with the leading practices of companies that successfully execute strategic planning processes to define objectives, drive alignment, and enhance performance. The following articles, podcasts, documents, and resources cover those topics critical to an exceptional strategic planning program.
Articles
Principles
Best Practices
Warning Flags
StrategyDriven Expert Contributor Articles
StrategyDriven Podcasts
StrategyDriven Podcast
StrategyDriven Podcast – Video Edition
StrategyDriven Podcast – Special Edition
Documents
Whitepapers
Models
Resources
Books
StrategyDriven Organizational Performance Measures Forum
/in Organizational Performance Measures/by Nathan IvesPerformance measures best serve an organization when they are understandable, broadly applicable, uniformly interpreted, and economic to apply. They should cascade through and organization’s hierarchy such that achievement of lower tiered performance goals support higher tiered goals that in turn ultimately support achievement of the company’s mission.
Focus of the Organizational Performance Measures Forum
This forum will focus on the principles, best practices, and warning flags associated with the leading practices of companies that successfully use performance measures to drive organizational alignment, accountability, and operational performance. The following articles, podcasts, documents, and resources cover those topics critical to a strong performance measurement system.
Articles
Principles
Best Practices
Warning Flags
StrategyDriven Expert Contributor Articles
StrategyDriven Podcasts
StrategyDriven Podcast
StrategyDriven Podcast – Video Edition
StrategyDriven Podcast – Special Edition
Documents
Whitepapers
Resources
Books
We can work with you to assess and improve your performance measurement system; yielding metrics and reports that are operationally relevant, organizationally consistent, and economically implemented. The resulting system helps improve managerial decision-making, organizational alignment, and individual accountability. Learn more about how we can support your implementation and upgrade efforts or contact us for a personal consultation.
StrategyDriven Organizational Performance Measures Forum
/in Organizational Performance Measures/by StrategyDrivenPerformance measures best serve an organization when they are understandable, broadly applicable, uniformly interpreted, and economic to apply. They should cascade through and organization’s hierarchy such that achievement of lower tiered performance goals support higher tiered goals that in turn ultimately support achievement of the company’s mission.
Focus of the Organizational Performance Measures Forum
This forum will focus on the principles, best practices, and warning flags associated with the leading practices of companies that successfully use performance measures to drive organizational alignment, accountability, and operational performance. The following articles, podcasts, documents, and resources cover those topics critical to a strong performance measurement system.
Articles
Principles
Best Practices
Warning Flags
StrategyDriven Expert Contributor Articles
StrategyDriven Podcasts
StrategyDriven Podcast
StrategyDriven Podcast – Video Edition
StrategyDriven Podcast – Special Edition
Documents
Whitepapers
Resources
Books
We can work with you to assess and improve your performance measurement system; yielding metrics and reports that are operationally relevant, organizationally consistent, and economically implemented. The resulting system helps improve managerial decision-making, organizational alignment, and individual accountability. Learn more about how we can support your implementation and upgrade efforts or contact us for a personal consultation.
Management – Introduction
/in Management/by StrategyDrivenThe function of the manager, and therefore the definition of management, is to direct or supervise the resources under his or her charge to the accomplishment of managed group’s assigned work. This occurs through assigning individual tasks, allocating non-personnel resources, setting performance standards, monitoring performance, providing reinforcing and corrective feedback, and making ongoing adjustments as needed to ensure the on-time and on-budget completion of the managed group’s work.
Leaders are individuals of impeccable character, unquestioned integrity, and unwavering selflessness that endear followers and inspire trust. They possess a clear and vivid vision that they communicate to others who subsequently choose to support achievement of the vision. Leaders motivate and inspire followers to achieve more individually and collectively. Leadership is a quality of the person and not a right of the position – anyone can be a leader.
Therefore, while a manager can also be a leader, a manager is not necessarily a leader. Likewise, leaders do not necessarily hold management positions.
Articles in the Management category are dedicated to discussing the principles of successful management and leadership within the following topical areas: