In order for any change to occur – whether it’s a decision to purchase a product, or an implementation to add new technology – whatever touches the ultimate solution must buy-in to the change. Often our focus is on getting the end-result we think we want. We forget that without buy-in from the necessary people […]
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If all activities are peer checked, including those that are either reversible and/or have little consequence if a performance error occurs, then all activities are elevated to an equal level of importance; unnecessarily diminishing productivity and inviting complacency in the performance of truly important tasks.
Many companies do not understand how to approach developing a recruitment strategy. The Human Resource Department is pulled in many directions and formal recruitment strategy development can be pushed back until it’s too late. Then the decision is made to ‘do the same thing we did last year.’ This is a very costly way of […]
While individual performed human performance tools can greatly reduce error rates, there exists some circumstances when even this resulting low error rate is intolerable. These situations are characterized by the immediacy of a highly adverse outcome should an action error be made. Thus, greater error avoidance must be built into the performance of these activities.
America and the world are still recovering from the global economic crisis of 2008. And with unemployment rates above 9 percent, many wonder if the market turmoil will ever end. PBS NewsHour Economics Correspondent Paul Solman talks to Charles Ferguson, director of Academy Award winning documentary, Inside Job, a film that raises red flags about […]
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Performance measurement typically drives much of the way a large company works. We talked extensively in this book about how accounting profits or profit growth as a sole performance metric doesn’t lead to value creation. Supplementing profits with ROIC and revenue growth is a step in the right direction to ensure that the profits a […]
Verbalizing the written word further engages the activity performer in the task at hand. By speaking the directions, the performer is driven to mentally register the assigned actions.
Information flow is the lifeblood of every organization, whether passing verbally, electronically, or via hard copy. The clarity, accuracy, and conciseness of information passed as well as the quality of understanding by the intended receiver(s) determine, in part, the effectiveness of transference by the overall communications network. The fluidity of the system, formal and informal, […]
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A Technology Case Study: Implementing What the Customer Wants
/in Change Management/by Sharon Drew MorgenIn order for any change to occur – whether it’s a decision to purchase a product, or an implementation to add new technology – whatever touches the ultimate solution must buy-in to the change. Often our focus is on getting the end-result we think we want. We forget that without buy-in from the necessary people […]
Human Performance Warning Flag 1 – Peer Checking Everything
/in Human Performance Management, Premium/by StrategyDrivenIf all activities are peer checked, including those that are either reversible and/or have little consequence if a performance error occurs, then all activities are elevated to an equal level of importance; unnecessarily diminishing productivity and inviting complacency in the performance of truly important tasks.
Leadership Inspirations – Well Done
/in Leadership Inspirations/by StrategyDriven“Well done is so much better than well said.” Benjamin Franklin (1706 – 1790) Founding Father of the United States of America
Recruitment Strategy
/in Talent Management/by Bill HumbertMany companies do not understand how to approach developing a recruitment strategy. The Human Resource Department is pulled in many directions and formal recruitment strategy development can be pushed back until it’s too late. Then the decision is made to ‘do the same thing we did last year.’ This is a very costly way of […]
Human Performance Management Best Practice 2 – Peer Checking
/in Human Performance Management, Premium/by StrategyDrivenWhile individual performed human performance tools can greatly reduce error rates, there exists some circumstances when even this resulting low error rate is intolerable. These situations are characterized by the immediacy of a highly adverse outcome should an action error be made. Thus, greater error avoidance must be built into the performance of these activities.
Inside Job – Unveiling Economists’ Ties to the Financial Sector
/in StrategyDriven Editorial Perspective/by StrategyDrivenAmerica and the world are still recovering from the global economic crisis of 2008. And with unemployment rates above 9 percent, many wonder if the market turmoil will ever end. PBS NewsHour Economics Correspondent Paul Solman talks to Charles Ferguson, director of Academy Award winning documentary, Inside Job, a film that raises red flags about […]
Performance Measurement
/in Organizational Performance Measures/by Tim Koller, Richard Dobbs, and Bill HuyettPerformance measurement typically drives much of the way a large company works. We talked extensively in this book about how accounting profits or profit growth as a sole performance metric doesn’t lead to value creation. Supplementing profits with ROIC and revenue growth is a step in the right direction to ensure that the profits a […]
Human Performance Management Best Practice 1b – Verbalized Self Checking
/in Human Performance Management, Premium/by StrategyDrivenVerbalizing the written word further engages the activity performer in the task at hand. By speaking the directions, the performer is driven to mentally register the assigned actions.
StrategyDriven Communications Forum
/in Business Communications/by StrategyDrivenInformation flow is the lifeblood of every organization, whether passing verbally, electronically, or via hard copy. The clarity, accuracy, and conciseness of information passed as well as the quality of understanding by the intended receiver(s) determine, in part, the effectiveness of transference by the overall communications network. The fluidity of the system, formal and informal, […]
Human Performance Management Best Practice 1a – Demonstrative Self Checking
/in Human Performance Management, Premium/by StrategyDrivenEven the most well-intentioned and dedicated humans are fallible. Therefore, the challenge becomes one of minimizing human error.