Here’s the first step to connecting people to and into your performance management system: Asking and engaging.

It seems so simple, yet without a system to help us (leaders) do so, our best laid plans and intentions get pushed aside. And when we make poor decisions, not connecting all the dots is usually why.


To take this step I have good news for you: you do not have to add to the “to dos” for your financial or technical teams to start on this improvement process. And you do not have to be an analyst. You do need to be willing to think through data to get a feel for the cause and effect between what is communicated and what gets done. Think of it as removing the “so?” to get to “oh! Got it.”

My point is—please—if you are a non-financial executive or HR person—stick with me here because it is your guidance that is needed…

Let’s begin. Let’s create a system that works for you—and in “works” I mean you’ll use and that you can pencil out a payback that is quick enough to justify adding this system into your budget and calendar.

Start with the end in mind: your strategic objectives or goals. Pick one that when you look at it you know just by how it is worded that it’s not going to be realized if people don’t understand and get motivated to do what is needed.

I see many with Strategic Plans with objectives like: Customer Service Excellence, Lean Operations, Go Green, Leader in Innovation, Safe Workplace, etc. What we are going to do first is discover what your selected objective means to those in the roles you believe can most affect your organization’s success at achieving it. If you want to know all the steps now, just ASK.

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