Effective organisational performance management provides a comprehensive picture of overall performance. It also provides senior leaders and operational managers with an understanding of how each area contributes towards achieving strategic goals. This article introduces the concept of organisational performance management and considers the key steps in the performance management cycle.
B players have considerable influence on your organisation’s long-term performance. DeLong and Vijayaraghavan describe B players’ strengths, the four B player types and offer ways leaders can foster their brand of talent. Their views are summarised here.
How do organisations know that everyone is working towards the same overall goals? And how do you make sure that everybody’s contribution counts? We outline the importance of ensuring there is a clear line of sight between individual performance objectives and the organisation’s strategic plan.
Clever people bring a high level of value to teams and organisations when they are managed effectively. This article provides and overview of the key characteristics of clever people, and outlines strategies that managers can use to get the best from these talented individuals.
Whenever you undertake a programme of change, it is essential that you establish how and when the outcomes will be measured in order to determine whether or not objectives have been met. Here we look at a variety of ways that you can measure performance in a number of different areas.
Harvard Business School professor Amy Edmondson explains why psychological safety is essential for success in an evolving workplace.
In any team, each individual team member will have a range of skills and strengths to offer. Following these suggestions will help you identify what these are, and how to make the most of them.
Use this exercise with your team to formulate a set of basic principles and standards for working together in order to create a supportive and productive team culture. Allow around 50 minutes for completion.
Learn how to lead a team of peers effectively, without authority. Our strategies will earn you respect and help motivate your team.
Kim and Mauborgne’s change model concentrates resources and motives key influencers to tip an organization towards widespread transformation, quickly and at low cost.
A comprehensive summary of good practice in building, inspiring and closing a project team. It is also a useful reference for creating and managing new teams.
