Explain the components of a comprehensive strategy and the role of each
List the main criteria for measuring performance and use them to plan and manage the performance of others
Design reporting mechanisms which are critical for measuring progress and use them to track performance and determine critical deviations
Provide effective feedback as a means of dealing with individual performance gaps and as a tool for effectively addressing all unfavorable changes in performance
Determine when to coach and when to counsel and then do so based on a thorough understanding of performance gaps and their root causes
Target Audience
All managers and senior professionals who are involved in influencing, formulating or supporting the performance of others, as well as those who are responsible for linking, measuring and improving the performance of the organization, including strategy or performance management professionals, balanced scorecard course managers, business unit and department managers and business analysts.
Course Outline
The annual strategy cycle and its major phases and components
Various types of analyses
Vision and mission
Critical Success Factors (CSFs)
Using CSFs to translate strategy to operations
Performance criteria
Analyzing CSFs in order to extract the three main performance criteria
Key Results Areas (KRAs)
Core competencies
Core values
How KRAs are cascaded to the business level
Using KRAs to extract KPIs
Types of KPIs
Behavioral indicators and their link to core competencies
Goals, Objectives and Targets (GOTs): the main differences
Using GOTs to develop measures and KPIs
Why SMART objectives are not SMART!
Performance tracking and reporting
The use of balanced and unbalanced scorecards
The use of dashboards and snapshot reporting
Compound versus concrete KPIs: The use of indexes to summarize KPI reporting
Performance gaps: the difference between a gap and a drop in performance
Performance gaps: determining the need for coaching
Providing feedback for improved performance
Feedback: how different is it from opinions, evaluations and appraisals
Feedback versus appraisals, assessments and evaluations
The cornerstones of effective feedback
Types of feedback
Motivational feedback and its benefits
Formative feedback and how it should be delivered
Transforming negative feedback to positive feed forward