As the saying goes, “You can only manage what you measure.”
A well-defined scorecard should include digital capability and capacity vs. digital transformation performance. The scorecard helps you a lot when it is in execution mode, not in the paper mode. It is also very useful for facilitating discussions and ensuring decision makers understand the various trade-offs.
Initiatepotentialityscoreboard Performance keeps the lights on today; potential moves the business to the next level. To unlock business performance, there's one crucial clarification in executive leadership: Are you intending to evaluate the collective potential to change or innovate? Who are your high potential leaders or professionals? Can you explore the system potential of the organization to unlock the performance of the future? Etc.
Indicatorsofhumancapital The digital era upon us is about people-centricity, Human Capital does make sense within the context of the goals of a company especially when you consider Human Capital is the largest intangible asset of a company. What Key Performance Indicators would you recommend to determine the value an employee adds to their department, and ultimately for their company, and how would you implement it?
Innovativeleadparameters There are leading indicators and lagging indicators for innovation management; Lead measure as the bet you make helps to assess value beyond finance numbers. The metrics management is a critical component of innovation management.
Identifyinvestment Businesses need to make investments and improve return on investment by articulating what the pros and cons of each investment option are for today and the proposed tomorrow. Put the framework in place to map the strategic objectives into key performance indicators, and then, determine what investments will accelerate the changes you want to see in your key performance indicators, and how to make continuous improvement.
The Organizational Learning Scoreboard From the past to the future, people are always one of the most invaluable and expensive assets for running the business. They are not static, but human capital which needs to keep invested for the long term business growth.
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 7 million page views with about #9100 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
Potentiality Parameters & Scoreboard
Initiatepotentialityscoreboard Performance keeps the lights on today; potential moves the business to the next level. To unlock business performance, there's one crucial clarification in executive leadership: Are you intending to evaluate the collective potential to change or innovate? Who are your high potential leaders or professionals? Can you explore the system potential of the organization to unlock the performance of the future? Etc.
Indicatorsofhumancapital The digital era upon us is about people-centricity, Human Capital does make sense within the context of the goals of a company especially when you consider Human Capital is the largest intangible asset of a company. What Key Performance Indicators would you recommend to determine the value an employee adds to their department, and ultimately for their company, and how would you implement it?
Innovativeleadparameters There are leading indicators and lagging indicators for innovation management; Lead measure as the bet you make helps to assess value beyond finance numbers. The metrics management is a critical component of innovation management.
Identifyinvestment Businesses need to make investments and improve return on investment by articulating what the pros and cons of each investment option are for today and the proposed tomorrow. Put the framework in place to map the strategic objectives into key performance indicators, and then, determine what investments will accelerate the changes you want to see in your key performance indicators, and how to make continuous improvement.
The Organizational Learning Scoreboard From the past to the future, people are always one of the most invaluable and expensive assets for running the business. They are not static, but human capital which needs to keep invested for the long term business growth.
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
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