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Strategic Capabilities
Capability
Strategic
Analysis
Description
Determine which organizational initiatives will produce the most long term profit. Methods include structured
interviews, comparative cost-benefit analysis, and organizational constraint identification.
Functional
Alignment
Increase departmental collaboration through examination of the white space on the organizational chart
between functions. Solutions could include new or revised business processes, communication channels, crossfunctional process measures, operating-level agreements, information sharing, clarification of responsibility
and authority, organizational design, etc.
Program
Evaluation
A program takes an organizational resource and increases its capability. Examples include orientation
programs, training programs, and product development programs. I compare program performance with
expected outcomes, means, and methods. The Program Evaluation Report can be used as objective evidence
in the decision to expand, cancel, or repurpose an organizational program.
People
Management
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Design a human performance support system that allows subordinates to more effectively self-manage, freeing
executives for more strategic matters. Workers will better be able to understand their priorities, have clear
authority to solve problems, and improve their own performance over time with quality feedback. The
manager can make changes to this system as the needs of the business change.
HPE@columbus.rr.com
Process-Level Capabilities
Capability
Process
Improvement
Project
Management
I can clarify and streamline the customers existing process for project management to achieve superior time,
cost, and quality outcomes. Project planning and execution time can be cut by 30% to 50%.
Job-Level Capabilities
Capability
Human
Performance
Improvement
Description
The cause of poor performance is often a broken human performance support system, rather than a character
defect in the job performer. I will design performance supports to measurably and substantially improve the
productivity, quality, cycle time, cost or customer satisfaction results of any job role.
Performance
Feedback Design
A good feedback system is both corrective (helps the performer improve their own performance over time)
and evaluative (a basis for promotion, compensation, etc.). I can design performance measures, reports that
that support decision-making, as well as scorecard-style weighting systems that both communicate and reward
organizational priorities. Feedback can be designed for any job role, from traditional jobs to knowledge
workers, and at any level of the organization. To support feedback design, I write functional software
requirements and software enabled business rules.
Incentives
Design
Behavioral action plans are created for use by executives to align the behavior of individuals, job roles, teams,
or functions, with the goals of the larger organization. Social and/or financial incentives are made contingent
on job performance. The effect is to achieve a high and sustained rate of performance, with little to no use of
threat as a motivator.
Training
Programs
I diagnose skill and knowledge gaps, determine where expertise should be stored (in human memory or in the
organizational system), develop job aids and coaching support (if required) to standardize the quality of work,
and bring the skills of average performers near to the best performer you have. I also create tracking systems
for the development of the training, trainees, and expert coaches.
PerformanceBased Selection
I identify the necessary skills required of new hires, give managers objective means of talent assessment, and
can seamlessly integrate the training requirements for candidates that are selected to reduce the time to
competence.
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HPE@columbus.rr.com
Description
If you use a branded methodology, I will conform to yours or your customers methods and terminology
where needed. I will only mention those services of mine you deem appropriate.
Constant Customer
Alignment
I provide updates as my work product takes shape, keeping the customer comfortable knowing the progress
I am making, the resources I need, and accepting their input or direction as we proceed. Progress reporting is
an essential element of organizational change.
Detailed
Recommendation
Rationale
I show the path of how I arrive at recommendations, including interview data, quantitative analysis,
investigative methods, and how they lead to the conclusions. I dont merely express an opinion, I build a
business case. Recommendations are more compelling when the customer sees and agrees with the logic
that produced them.
Role Flexibility
I can adjust my consulting style from hands-off facilitator (customer responsible for results), to initiative
champion (jointly responsible for results), to doing the work myself (I am responsible for results), depending
on the needs of the customer organization and our agreement.
Broad Skill
Application
I am comfortable in any industry or function, because I use my process skills and knowledge of human
behavior to leverage the value of the customers subject matter experts. The result your customer gets will
be exactly matched to their environment. I have project experience in service, manufacturing, government,
and retail.
Solutions Neutral
I allow the nature of the performance issue to dictate the path of analysis and the conclusions generated. I
dont steer the customer into a narrow gap definition that matches my implementation skill set. Solutions
may be implemented by me, performance partners, or the customers internal resources, as appropriate.
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HPE@columbus.rr.com