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Automated Notification of Responsible Individuals

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StrategyDriven Organizational Performance Measures Best Practice ArticleOrganizational performance measures drive behaviors but, in order to be effective, the information they provide must be known and acted upon in a timely manner. Today’s business leaders can easily be overwhelmed with information; obscuring critical performance metric action prompts. Furthermore, the fixed publication frequency of performance monitoring reports may preclude leaders from receiving action-prompting information in a timely manner. Automating performance notifications, triggered at the time of occurrence, can help alleviate these issues.

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About the Author

Nathan Ives, StrategyDriven Principal 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.

6 Silent Productivity and Profitability Pitfalls, part 7 of 7

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Silent Killer #6: Modern Indentured Servitude

Today’s world is one of sharp contrasts. As a society, we have more choices, opportunities, wealth, and prosperity than at any other point in human history. Yet, we are also more depressed, dissatisfied, and despondent than ever before.

In fact, more than 21 million Americans are depressed, according to Mental Health America, costing U.S. companies more than $31 billion each year in lost productive time.

A key contributor to this malaise is our contemporary view of work – that it is an endless series of ‘things to do,’ things which have commercial value for the enterprise but produce little or no sense of value for ‘me.’

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About the Author

Chris Majer, Founder and Chief Executive Officer of The Human Potential ProjectChris Majer, Founder and Chief Executive Officer of The Human Potential Project, is the author of The Power to Transform: Passion, Power, and Purpose in Daily Life (Rodale), which teaches the strategies corporate, military, and sports leaders have used to positively transform themselves and their organizations in a way readers can adept to their own lives and professions. He may be reached at www.humanpotentialproject.com.

Business Performance Assessment Program Warning Flag 4 – Effort Bias

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StrategyDriven SBusiness Performance Assessment Program Warning Flag ArticleSuperiors often find it difficult to provide critical feedback to those who put their very heart and soul into their work. Individuals receiving such messages tend to interpret them personally; feeling disappointment, regret, and unappreciated. Rather than constructively improving their performance, these individuals become less productive and contribute substantially less to the organization. Consequently, business performance assessment leaders frequently seek plausible justification to avoid criticizing these individuals’ performance; recognizing their exceptional effort while ignoring the results achieved. Doing so, however, foregoes the improvement opportunities and sacrifices the associated gains that could otherwise be realized.

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About the Author

Nathan Ives, StrategyDriven Principal 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.

Picasso and Project Management

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For those that may not know, Picasso is a famous artist. Like others similar to him in related fields, his art has made an impact on the world. But art, like many other things, is relative to the observer, i.e. “Beauty is in the eye of the beholder” (This saying first appeared in the 3rd century BC in Greece). So while many people may like Picasso, many others may like Jackson Pollack, Thomas Kinkaid, etc. instead and not care about Picasso at all.

Of course art extends way beyond just painting. Films, books, etc. all have their impact on society. And everyone has their personal preference as to which type of art they prefer over other. This just means that if they love films, they may still read a book. It is just their preference to like one better than the other.

This means that artists will cater to the type of art their audiences want. They do this by starting with an idea or concept. This can be from something they saw or imagined, real or not. It can be a new creation or based off of a different from of art, book to movie or vice versa for example. Or even a simple enhancement, like a book’s re-release with extra chapters or a film’s Director’s cut.

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About the Author

Russell HarleyRussell Harley is a veteran project manager and PMO director, passionate about helping organizations embrace world-class project management practices and “climb out of the quicksand” in terms of gaining control over complex, ever-changing project portfolios. The best practices he advocates stem from key learning’s acquired from his M.S Degree in Project Management, combined with over 20 years of hands-on PM experience in the high technology, telecommunications, and clean energy sectors.

Read more of Russell’s project management insights at The PMO View (www.ThePMOView.com)

The Secret to Successful Recruiting

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Recruitment has always been a tricky business. So many times a candidate can sound like the perfect match on paper, only to prove a disappointment at interview. Then there are the even worse scenarios, where a candidate comes across both in real life and on paper as perfect, only to then not meet the criteria when actually in the job. There must be a way for recruiters to ensure that they hire only the best and most promising candidates, those who are almost guaranteed to perform and stay in a role for the long term.

While workplaces are swiftly becoming more and more advanced in cloud computing, using social media for marketing purposes, and generally becoming au fait with modern technology, there is one area which is sadly lacking when it comes to technological advancement. Despite the realization that computer software greatly enhances the efficiency with which businesses operates, the use of recruitment software is not widespread. The simple fact is that not many business leaders are aware that recruitment software can transform your HR practices for the better and make hiring a simpler process.

Why should you invest in software for your HR department? There are several reasons for doing so, each of which is detailed below.

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About the Author

From her 25 years in business, Elizabeth Hill aims to pass on knowledge and skills gained in that time through her writing. She loves walks in the countryside, spending time with family and friends, and is ever so ‘slightly’ addicted to coffee.