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Culture of Performance

Are you concerned about the culture and behaviours that performance management encourages? So often we see dysfunctional behaviour, game playing, and selfish local ambition rather than collective team working. Too many measures can create the sense that we are just “feeding the beast”. Too many targets create confusion about which are important. Yet we know that measures motivate, what gets …

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A culture of performance

A culture of performance Good performance should develop a culture of performance, rather than one of “Measure mania” and “The tyranny of targets”. This underpins how we implement balanced scorecards that make a difference to an organisation I define a culture of performance as: A visible and explicit pattern of behaviour, actions and values, working to achieve the organisation’s overall …

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Performance management and cultures: Nine tips

On a Linkedin discussion a Chief Executive from a Housing Association asked about how best to go about a)  the process of identifying and measuring leading performance indicators. b)  with practical experience of implementing performance management systems and cultures. Having worked with Housing Associations in the past, here were seven quick tips (Which would apply in almost any organisation): 1) …

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The Chief Executive and the Lightbulb: How we think about performance management

As I talked, I noticed that the Chief Executive was no longer listening.  She had gone into that state of deep thought, staring up and away into the distance; thinking intensely: thinking about something – I had no idea what. I decided not to disturb those thoughts for the moment, but to let her ponder, while I continued to talk …

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Does culture precede strategy – I don’t think so

Someone suggested to me that culture precedes strategy.  I am not at all convinced.  First however we need to dispel the  myth that “Culture eats strategy for breakfast”. Culture only eats weak strategy for breakfast On the contrary, I believe that that just means your strategy for culture change is weak. I’ll say that again: Your strategy for changing the culture …

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What matters is how we think about performance management

The Chief Executive was no longer paying attention… As I talked to the management team, I noticed that the Chief Executive was no longer listening.  She had gone into that state of deep thought, staring up and away into the distance:  thinking intensely.  Thinking about something. Of course, I had no idea what she was thinking about. I decided not …

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Measurement and target cultures: the problem and solutions

If you are in an organisation that has too many measures and targets, or relies on measures and targets to communicate your strategy and intention, then read on. This will help you diagnose the problem and point to some solutions. Watch the video and you can look at the detail of the slides used in it, below. Measures and mind …

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Types of Performance Management

Are you wrestling with the complexity of managing performance in organisations? You are not alone – many are. To improve how performance is managed in your organisation, it helps to understand which management problems you are trying to solve and the complex mix of performance management approaches. The problem Performance management is often over simplified: There are many out there …

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Does “Culture eat Strategy”? Really? What is the alternative?

Vulture Eating Kill

You have probably heard the expression, either as “Culture eats strategy for breakfast” or “Culture eats strategy for lunch”. In essence what they are saying is that the culture of the organisation is stronger than the strategy and the planned change.  The strategy will fail if you try to over come the culture. Implication: Go home and stop trying. But …

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Improving Performance Management

It is not simply about measures and targets If you are merely looking for better measures and targets you are in the wrong place.  For us, and for our clients, managing performance is far more than control, measures and targets. Successful executives and managers know it is about much more about behaviours, actions and learning: they deliver results through their people. …

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