Leaders won’t measure performance as an end in itself. In fact, they won’t buy in to it at all unless they see it as a means to achieve specific results that are important to them.

Use this 5-point outline to invite executives and senior leaders to support your approach to better KPIs in only 10 minutes. (more…)

Too many performance measurement implementations fail before they start, because the purpose of measurement hasn't been properly framed for the organisation's current culture.

There is still a purpose to objective evidence, like measurement, to inform a world that is driven so overwhelmingly by opinion. (more…)

To arrive at a universally accepted terminology for performance measurement, like 'KPI', we first must understand the core concepts we are trying to name. (more…)

When teams see how their actions can make a difference to even a single KPI, it can trigger a new performance culture. (more…)

If you don't want leaders to shoot down your new approach to develop better KPIs or performance measures, don't load their gun. (more…)

We need the leadership team to support better measurement, but how we garner their support depends on their level of KPI consciousness. (more…)

Teams reach performance excellence much sooner by increasing their engagement in measuring before increasing the sophistication of what they measure. (more&hellip...

Government outcomes are particularly challenging to measure meaningfully, because they are intangible, long-term, and seldom directly impacted by a single department’s or agency’s actions. (more…)