Sunday, May 6, 2018

The Monthly “Performance Master’ Book Tuning: The Performance Clarity May. 2018

Corporate Performance Management is a management control from strategy till shop floor. "If you can't measure, you can't manage," legendary management guru Peter Drucker once asserted. Managing performance means understanding results, setting metrics, fixing plans, and making decisions to ensure it happens. It takes multifaceted approaches from multidimensional perspectives to unlock digital performance and catalyze change.

The Performance Clarity  

What’s your Favorite Terminology for “Performance Management” The core of "Performance Management" is to create goals that are aligned with organizational strategic objectives, and to provide reflective feedback to digital professionals? Goal alignment and performance feedback, are the heart of the approach. However, in many organizations, traditional performance management has many negative aspects: reactive, not proactive; administrative, not strategic; process-driven, not people oriented. Is there any better terminology for “Performance Management”? And how to improve the performance of “Performance Management”?

From Performance Appraisals to Performance Optimization? Managing performance is a wonderful idea! But too many companies ignore the difference between doing PA (Performance Appraisal) and actually being proactive in performance management. In fact, in performance management, much less time should be spent on evaluating past performance, but moving to removing barriers to future performance. You can ask yourself some questions to move in the right direction like how frequent feedback will add value to your organization and the employees, what are the organizational goals and what value can performance evaluation add to it? What rewards should be linked to performance evaluation and how these rewards will affect the productivity of your employees and contribute to the organizational goals?

Corporate Performance Management Corporate Performance Management (CPM) has many descriptors and understandings globally. However, there is universal agreement that best practice performance management frameworks should inform the board, management, staff and key stakeholders on the performance of the organization in delivering services/programs efficiently, its effectiveness in achieving organizational outcomes and its progression towards achieving sustainability. Therefore, a holistic CPM discipline can enforce the culture of execution and provide data-based business capability and capacity.

The New Book “Performance Master” Chapter 1 Introduction: Digital Performance Assessment? There is no doubt that well-defined measures and KPIs are important factors to manage performance and keep track of strategy execution effectively. However, everything has two sides: Do some performance measurement initiatives encourage quantity over quality? Are you measuring something simply because you can or because you always have done that even though the operating environment may have changed? And how to make an objective performance assessment as the first step in taking a holistic approach to unlock digital performance?

Performance Management vs. Change Management? The speed of change is accelerating, organizations are shifting from industrial speed to digital speed; from inside out - operation-driven to the outside in - customer-centric. When quality and values in your market changes constantly, your measures of P (Performance) have to move with it, better than that, anticipate it and rearrange around coming tastes and preference changes. So performance management vs. change management, how to tone them accordingly for a seamless digital transformation?

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