Organizational Performance Isn't What You Think
This method challenges assumptions about organizational performance and explores the importance of alignment on its definition. It helps teams identify conflicting priorities and optimize for overall success.
Use this method when your organization is struggling to achieve its goals or when there is disagreement about how to measure success. It's helpful for aligning teams around a shared understanding of organizational performance.
Solves: Conflicting priorities and misaligned efforts leading to poor organizational performance.
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Step 1: Ask participants to individually define what organizational performance means to them. (10 min)
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Step 2: Share and discuss the different definitions. (15 min)
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Step 3: Identify any conflicting priorities or assumptions. (15 min)
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Step 4: Develop a shared definition of organizational performance that reflects the organization's goals and values. (10 min)
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Step 5: Identify key performance indicators (KPIs) to measure progress. (10 min)
- Encourage participants to share their perspectives openly and honestly.
- Focus on creating a shared understanding of organizational performance, rather than imposing a single definition.
- Conduct a survey to assess employees' perceptions of organizational performance.
- Use a balanced scorecard framework to identify key performance indicators.