What separates organisations that get traction with their performance measurement from those that spin their wheels is the cross-organisational KPI Community of Practice. (more&hellip...

Terminology with KPIs, performance management, OKRs and strategy often misaligns and confuses people. Here's how to build a glossary to make it all clear. (more…)

Given that research has shown performance measurement doesn't improve government performance, should we give up on measuring performance? (mor...

Rolling out an organisation-wide KPI approach in one fell swoop won't stick. It needs to grow organically to survive. (more…)

Herman Hudepohl began leading the introduction and implementation of PuMP into the New Zealand Defence Force almost four years ago now. In this interview you'll get insight into his approach for making this organisation-wide change.

The project team gets together and sets the scope of their KPI project. They outline the steps that need to be followed. They specify how much time to allow for each step. They define the report to be delivered at the end of the project. Then they call for quotes from KPI consultants. And even though this hasn't worked in the past, they wonder why it doesn't work again.

Lots of organisations are paralysed part-way through their KPI implementation. They started with all good intentions, but now they have dead and dying measures trapped in the KPI column of their strategic and operational plans, never to see the light of day.

Whether you're an executive looking for the right person to lead your corporate performance measure implementation, or you're a strategy or performance professional wanting to position yourself as a performance measurement expert, you need to understand what mastery in the field of performance measurement looks like. You need to be able to recognise someone who possesses this mastery.

What is a Corporate Performance Office, will it really help you implement KPIs for strategic performance improvement, and do you really need one? (more…)

2 Stars -- It's not even half of the potential of the CPO The true potential of the Chief Performance Officer role is to be the leader of an organisation's or company's performance culture. In other words, the CPO leads people from top to bottom in the organisation to adopt evidence-based decision making, to measure what matters, and to use measures to guide the improvement ...