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Vertical Cascading

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StrategyDriven Organizational Performance Measures Best PracticePerformance 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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StrategyDriven Organizational Performance Measures Forum

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StrategyDriven Introduction to Organizational Performance MeasuresPerformance 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.

Articles

Principles

Best Practices

Warning Flags

StrategyDriven Expert Contributor Articles

StrategyDriven Podcasts

StrategyDriven Podcast

StrategyDriven Podcast – Video Edition

StrategyDriven Podcast – Special Edition

Documents

Whitepapers

  • Alignment    [StrategyDriven Premium Content]
  • Types    [StrategyDriven Premium Content]
  • Selection    [StrategyDriven Premium Content]
  • Construction    [StrategyDriven Premium Content]

Resources

Books

StrategyDriven's organizational performance measures catalogEnterprise 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.

StrategyDriven Organizational Performance Measures Forum

/in /by

StrategyDriven Introduction to Organizational Performance MeasuresPerformance 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.

Articles

Principles

Best Practices

Warning Flags

StrategyDriven Expert Contributor Articles

StrategyDriven Podcasts

StrategyDriven Podcast

StrategyDriven Podcast – Video Edition

StrategyDriven Podcast – Special Edition

Documents

Whitepapers

  • Alignment    [StrategyDriven Premium Content]
  • Types    [StrategyDriven Premium Content]
  • Selection    [StrategyDriven Premium Content]
  • Construction    [StrategyDriven Premium Content]

Resources

Books

StrategyDriven's organizational performance measures catalogEnterprise 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.

Management – Introduction

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StrategyDriven Management articlesThe 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:

  • Communications
  • Decision-Making
  • Leadership Inspirations
  • Management & Leadership
  • Standards & Expectations