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If you have read KPI Paradigm Shifts of PuMP #1, #2, #3, skip this intro and scroll down to today’s article. If you haven’t, here is the link that introduces …
Part 1 of 2 Tell me how you measure me, and I will tell you how I will behave”, said Eliyahu Goldratt, author of The Goal. So, you better make …
There is something about performance measurement that makes many leaders (across all types of organizations) want to delegate the responsibility for measurement, seek quick fixes to their struggles, think dashboards …
If you have read KPI Paradigm Shifts of PuMP #1, #2, #3, and #4, skip this intro and scroll down to today’s article. If you haven’t, here is the link …
If you have read KPI Paradigm Shifts of PuMP articles #1 and #2, skip this intro and scroll down to today’s article. If you haven’t, here is the link that …
If you have read KPI Paradigm Shift of PuMP #1, skip this intro and scroll down..If you haven’t, here is the link that introduces our 5-part blog series inspired by …
The KPI paradigm shifts of PuMP® series is about five of the many ways that Stacey Barr’s Performance Measurement framework (known as the PuMP Blueprint) helps us change our level-of-thinking …
The KPI paradigm shifts of PuMP® series is about five of the many ways that Stacey Barr’s Performance Measurement framework (known as the PuMP Blueprint) helps us change our level-of-thinking about …
Eventually any strategy formulation conversation leads to this question: How do we now align our internal resources and capabilities to achieve these longer-term results? These conversations can feel hard at …
By job title alone, leaders are inherently accountable to lead their organizations through strategy execution. But the term “accountability” is so overused in business and government it has become just …
Target setting conversations can create a shocking number of emotional responses, from excitement all the way to anxiety, fear, and anger. With this range of emotion, we often miss the …
It’s easy to focus on all that goes wrong with measurement in our workplaces, on all the negative feelings and experiences people have and, as a result, avoid using them. …