| What we offer | ||
| Leadership | ||
| Systemic Change | ||
 |
Effectiveness | |
| What we offer | ||
| Leadership | ||
| Systemic Change | ||
|
Effectiveness | |
Offerings:
Performance Management
- Designing a process for introducing Performance Management
- Designing the change process to build awareness and engagement for Performance
Management
- Designing a Performance Management concept
-- Alignment with mission and strategy
-- Developing key performance areas
-- Defining key performance indicators
-- Selecting a Performance Management system
-- Cascading performance indicators throughout the levels of the organization
-- Linking to individual performance indicators and appraisal systems
- Aligning the Performance Management concept with existing management tools
- Workshops and trainings to implement Performance Management within the organization
Outcome Measurement
- Designing a process for introducing Outcome Measurement to public and not-for-profit
organizations that focus on public services and/or social impact.
- Designing the change process to build awareness and engagement for Outcome
Measurement
- Developing a meaningful Outcome Measurement concept including indicators
that help manage and improve services and outcomes of those services
- Aligning the Outcome Measurement concept with existing management tools
- Workshops and trainings to implement Outcome Measurement within the organization
Focusing on Effectiveness
A lot of data is gathered throughout organizations today – but what
exactly is all that information collected for and how is it used?
Effective Performance Management is including the outcome in addition to input and output. It not only measures, for instance, costs and product output, but also the impact the product may have on the customer or on the environment.
Performance management that considers effectiveness also looks at what data is required to take crucial decisions at an organizational and individual level. It is about (1) deciding what information is actually required (how and when do we actually use it) and (2) ensuring that the required information is collected effectively (allocated time and resources are appropriate for the defined purpose).
And finally, Performance management that considers effectiveness will also take into account the effects such a management system will have on the behavior and performance of managers and employees of the organization and needs to match the desired organizational culture.
The goal is a balanced and concise performance management in line with an organization’s culture and systems and understood and applied by every member of the organization.