But how are we going to improve performance?
One of the most common consulting questions I get is: But how are we going to improve performance?
If there is one thing I have learnt over many years of consulting in performance improvement it is that: Exemplary performance and organisational effectiveness is the result of the persistent application of basic principles, or the essential components and systems of team performance
Sometimes my answer can disappoint clients who are looking for something new, quick and exciting. They view what I am offering as a little boring, - they have been there and done that! However, on the other side of the persistent implementation of essential components lies very interesting and exciting results!
Today, organizations of all sizes are faced with a stark choice – adapt or go out of business. Those organizations that can’t accommodate the competitive pressures that will be placed on them by all stakeholders, but especially customers and employees, will be shut down. On the other hand, those organizations that can create winning cultures, that can provide what we describe as total stakeholder satisfaction, will survive and thrive.Organizations throughout the world are undergoing extraordinary change. Advances in information technology, the changing labour force, and global competition are affecting the way both small businesses and large corporations operate.
The globalisation of world markets is facilitated by the ease with which buyers and sellers can now find each other. Never before has the communication technology been in place to aid business transactions on such a scale, and this technology is set to become even more sophisticated in the future.
A modern team based structure
Motivation at work may actually have more to do with how tasks are designed and managed than with the personal dispositions of people who do them.11 Hackman and Oldham
Teams, rather than traditional structures, create the conditions that motivate people. Many organizations today have policies, structures and management styles which perpetuate a work environment out of alignment with current employee needs. Past management practices and past leadership styles are still being applied, even though they are not in touch with the needs of the employees. Teams, rather than traditional structures, create the conditions that motivate people. 14
Starting with January the 1st, What do I do on Monday morning? lays out a template for performance improvement in sequenced and practical daily actions and advice. It covers the 10 essential components and systems necessary to optimize people performance and contribution. Each month we cover a different component and in October we are covering the component of organization structure.
The overriding feature of the modern team-based structure is that it is designed around empowered teams responsible for autonomous outputs, rather than any functional or historical considerations. This structure is also characterized by the elimination of reporting levels and the simultaneous acceptance of additional responsibility by team members. Unlike the matrix structure, the teams and the overall structure itself is permanent. 15
11 Reasons why you should (re) develop your performance measures or KPIs.
What gets measured gets done.
Every person in an organization is employed to deliver results (outputs) which contribute to the organization as a whole. Effectiveness is judged by the extent to which internal and external customer demands for outputs are met.
In the long run, everyone is measured against whether the customers' demands and his or her many and varied expectations for outputs have been satisfied. The concept of the customer is broadened to include all the stakeholders of a given organization or team. Organisation performance is judged by the extent to which stakeholder demands for outputs are met.
A great divide
Yet today, a great divide is evident in both the public and private sectors worldwide. Those organizations that are not creating a work environment that provides total stakeholder satisfaction are being outperformed by those that can.
In the past, organizations could survive in poor work environments and without regard to employee needs or total stakeholder satisfaction which includes the satisfaction of worker needs. Yet today, a great divide is evident in both the public and private sectors worldwide. Those organizations that are not creating a work environment that provides total stakeholder satisfaction are being out-performed by those that can.To survive and thrive in the future, organizations have to be restructured in line with a better understanding of how organizations work and redesigned to accommodate the changing values and rising expectations of employees.Organizations need to adapt to the changing values and expectations of their stakeholders. This means the successful implementation of the basic components of team performance. 7
Starting with January the 1st, What do I do on Monday morning? lays out a template for performance improvement in sequenced and practical daily actions and advice. It covers the 10 essential components and systems necessary to optimize people performance and contribution. Each month we cover a different component and in October we are covering the component of organization structure. A diagram of the 10 essential components of team performance and the systems of which they are a part appears at the end of this article.
This week I am covering what to do on Monday morning the 3rd of October to the 9th of October.