Managing performance means understanding results, setting metrics, and making continuous improvement
Performance Management is a management control from strategy to the 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.
Initiate Performance Management Methodology and Practice Enterprise Performance Management is the integration of multiple methodologies and practices with each embedded with business analytics to make better decisions and implement the strategy. Managing performance means understanding results, setting metrics, and making continuous improvement. Performance Management methodologies include strategy maps, customer intelligence, driver-based budgeting/rolling financial forecasts, quality management, and scorecards, etc. Enterprise Performance Management integrates them as a large umbrella.
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?
Value of Scoreboard Traditional management runs in silos; silos introduce lots of delays, waste, queues, and bottlenecks. The linear business system perception needs to be replaced by the adaptive digital system viewpoint. Digital management needs to be holistic and informative for overcoming the challenges brought by “VUCA” new normal. You can only manage what you measure. Performance Management is a holistic management discipline that needs to connect many relevant dots such as dynamic strategic planning or organizational structure tuning to involve business development, enablement, and enhancement. The correlation between strategy, structure, and performance can be figured out via logical reasoning and insightful inquiries.
Start Small & Think Big Practices Information Technology plays a significant role in driving changes and weaving all crucial ingredients into business competencies. There is no one size fits all formula to run a highly effective digital IT, different IT organizations and enterprise as a whole are at a different stage of the business maturity. Thus, IT leaders have to keep up for improving IT return on investment and stepping up for enforcing IT leadership visibility. Here are a set of the digital CIO’s “Think big & start small” practices.
Balance Practices for Leading to the Future The digital era upon us means fast-paced changes, continuous disruptions, overwhelming information, and shortened knowledge life cycle. Organizations of the future are increasingly exhibiting digital characteristics in various shades, extensiveness, and intensity. Leading evolutionary changes and driving business growth is the never-ended journey which takes planning, methodologies, and practices. It’s important to understand that digital management is multifaceted and holistic. Balance, growth, and harmony are not fixed, they are flowing. Here are three digital balance practices for leading to the future.
The blog is a dynamic book flowing with your thoughts; growing through your dedication; sharing your knowledge; conveying your wisdom, and making influence through touching the hearts and connecting minds across the globe. The “Future of CIO” Blog has reached 5 million page views with about #8200 blog postings. Among 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. Blogging is not about writing, but about thinking and innovating new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.
The "Performance Master" Book Amazon Order Link
The "Performance Master" Book B&N Order Link
The "Performance Master" Book Introduction Slideshare
The "Performance Master" Book Preview
The "Performance Master" Book Introduction
The "Performance Master" Book Chapter 1 Introduction
The "Performance Master" Book Chapter 2 Introduction
The "Performance Master" Book Chapter 3 Introduction
The "Performance Master" Book Chapter 4 Introduction
The "Performance Master" Book Chapter 5 Introduction
The "Performance Master" Book Conclusion
The "Performance Master" Quote Collection I
The "Performance Master" Quote Collection II
The "Performance Master" Quote Collection III
Initiate Performance Best Practices
Initiate Performance Management Methodology and Practice Enterprise Performance Management is the integration of multiple methodologies and practices with each embedded with business analytics to make better decisions and implement the strategy. Managing performance means understanding results, setting metrics, and making continuous improvement. Performance Management methodologies include strategy maps, customer intelligence, driver-based budgeting/rolling financial forecasts, quality management, and scorecards, etc. Enterprise Performance Management integrates them as a large umbrella.
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?
Value of Scoreboard Traditional management runs in silos; silos introduce lots of delays, waste, queues, and bottlenecks. The linear business system perception needs to be replaced by the adaptive digital system viewpoint. Digital management needs to be holistic and informative for overcoming the challenges brought by “VUCA” new normal. You can only manage what you measure. Performance Management is a holistic management discipline that needs to connect many relevant dots such as dynamic strategic planning or organizational structure tuning to involve business development, enablement, and enhancement. The correlation between strategy, structure, and performance can be figured out via logical reasoning and insightful inquiries.
Start Small & Think Big Practices Information Technology plays a significant role in driving changes and weaving all crucial ingredients into business competencies. There is no one size fits all formula to run a highly effective digital IT, different IT organizations and enterprise as a whole are at a different stage of the business maturity. Thus, IT leaders have to keep up for improving IT return on investment and stepping up for enforcing IT leadership visibility. Here are a set of the digital CIO’s “Think big & start small” practices.
Balance Practices for Leading to the Future The digital era upon us means fast-paced changes, continuous disruptions, overwhelming information, and shortened knowledge life cycle. Organizations of the future are increasingly exhibiting digital characteristics in various shades, extensiveness, and intensity. Leading evolutionary changes and driving business growth is the never-ended journey which takes planning, methodologies, and practices. It’s important to understand that digital management is multifaceted and holistic. Balance, growth, and harmony are not fixed, they are flowing. Here are three digital balance practices for leading to the future.
The blog is a dynamic book flowing with your thoughts; growing through your dedication; sharing your knowledge; conveying your wisdom, and making influence through touching the hearts and connecting minds across the globe. The “Future of CIO” Blog has reached 5 million page views with about #8200 blog postings. Among 59+ different categories of leadership, management, strategy, digitalization, change/talent, etc. Blogging is not about writing, but about thinking and innovating new ideas; it’s not just about WHAT to say, but about WHY to say, and HOW to say it. It reflects the color and shade of your thought patterns, and it indicates the peaks and curves of your thinking waves. Unlike pure entertainment, quality and professional content takes time for digesting, contemplation and engaging, and therefore, it takes time to attract the "hungry minds" and the "deep souls." It’s the journey to amplify diverse voices and deepen digital footprints, and it's the way to harness your innovative spirit.
The "Performance Master" Book Amazon Order Link
The "Performance Master" Book B&N Order Link
The "Performance Master" Book Introduction Slideshare
The "Performance Master" Book Preview
The "Performance Master" Book Introduction
The "Performance Master" Book Chapter 1 Introduction
The "Performance Master" Book Chapter 2 Introduction
The "Performance Master" Book Chapter 3 Introduction
The "Performance Master" Book Chapter 4 Introduction
The "Performance Master" Book Chapter 5 Introduction
The "Performance Master" Book Conclusion
The "Performance Master" Quote Collection I
The "Performance Master" Quote Collection II
The "Performance Master" Quote Collection III
0 comments:
Post a Comment