143 – Developing a dashboard for performance measurement. A case study – Part 3.

Posted by Colin Weatherby                                                                                         750 words

the score

In the first two posts (see here and here) I discuss the requirements for a performance dashboard for my unit, the sources of performance measurement ideas, and the thinking behind creation of that dashboard. This post has the final dashboard.

At the outset I will remind you that purpose of the dashboard is to provide the performance information that I need in real time to be able to drive my unit. It is not intended to measure everything that might be relevant to understanding the performance of the unit. There will need to be other measures. The objective is to have no more than ten ‘dials’ ion the dashboard.

The performance questions that I have selected that are relevant to real time understanding and management of performance are: Continue reading

140 – Developing a dashboard for performance measurement. A case study – Part 2.

Posted by Colin Weatherby                                                                         810 words

aircraft cockpit

Some time ago I posted on my approach to developing a dashboard for my unit. I set out the ‘performance questions’ that I could need to answer at any point in time as I ‘drive’ my unit. In this post I apply the ideas of Geary Rummler, Alan Brache, Mark Moore and Christopher Stone to determine measures and lead indicators.

The performance questions identified in my first post are intended to get to the heart of the ‘performance logic’ underpinning performance management of the unit. Understanding the performance logic is an idea from Rummler and Brache. Seeing the performance logic as a series of ‘performance questions’ comes from a handy paper by Bernard Marr on the Advanced Performance Institute website, ‘What are key performance questions’  and how they can be used to engage people in dialogue about performance and guide the design of meaningful performance indicators. Continue reading

115 – Roadmap, recipe or game plan. Does it matter which metaphor you use?

Posted by Whistler                                                                            360 words

neverland cake

There are various metaphors for organisational strategy in circulation. The idea that it is a road map for a journey to a predetermined destination undertaken in a car while watching the dashboard (to know the car is working properly) is popular. One I was less familiar with is Norton and Kaplan’s cooking metaphor.

They describe an on organisation is an assemblage of ingredients brought together to make a meal. Making the meal requires raw materials (ingredients), tangible capital and assets (cooking implements, an oven), and intangible human assets (the chef). A great meal requires a recipe to take advantage of these tangible and intangible assets. The recipe transforms assets that each has standalone value into a great meal with greater combined value. The recipe corresponds to an organisational strategy that combines resources and capabilities to create unique value.

Another metaphor that I relate to is the game plan. Continue reading

43 – Developing a dashboard for performance measurement. A case study.

Posted by Colin Weatherby                                                                         1000 words

mini dashboard

I was recently asked to create a dashboard for my unit with the intention that it function like the dashboard on my car (no this is not my car). This is to be done in the absence of an organisational dashboard or scorecard or performance reporting system. There have been a few posts on this topic by Lancing Farrell (here and here) and this post discusses the application of some of the theory.

I started by listing all of the current measures that are in place from external and internal sources of accountability. This included legislation, sector-wide improvement programs, customer satisfaction surveys, occupational health and safety accreditation audits, internal audit programs, culture surveys, organisational policies, and financial reporting. Some of these measures are applied continuously, some are annual and others occur periodically. All of them have some organisational or public reporting of performance. This list was very much a list of things that other people think it is important to measure about the performance of the department. For whatever reason.

Then I made a list of all of the things that I think it is important to measure to know work is being done properly. Continue reading