realisedevelopment.net

Just another WordPress site

Quality World!

June 5, 2007 by admin

I finally made it into Quality World. If you are interested to know more about how I see some trends making a difference to the world of performance management then have a look here.

Soapbox: Mike Chitty

We have now entered a new business age that requires us to ask new questions to cope with a range of new challenges:

  • how do we make partnerships and collaboration work for our benefit and that of our customers?
  • how do we develop the know-how that we need to keep our products and services at the cutting edge?
  • how do we influence across organisational boundaries to win the support of others in pursuit of our objectives?
  • how do we take account of intangible assets, information and knowledge flows, brand reputation and customer loyalty?
  • how do we build organisations that can make sense of this new world and continue to deliver value for all stakeholders?

Clearly there is no single solution for the precise way forward. However, for most, the new sense of direction will be characterised by a shift from focusing on linear mechanistic processes, functional units and organisational boundaries. There needs to be increased emphasis on understanding and developing dynamic relationships, networks and interdependencies.

One shift involves rethinking value to include both tangible and intangible value. Much new thinking about intangibles, intellectual capital and non-financial forms of value has developed in the last decade or two. An organisation that is competent in the effective use of scorecards and strategy to understand and develop the role of intangibles in performance is more likely to thrive in an uncertain future.

A second major shift is to recognise that effective business is increasingly dependent on networks of business relationships. The traditional view regards each enterprise as a lone competitor scrambling for a niche in its markets. These shifts in business thinking require changes in practice and focus at three fundamental levels:

  • the strategic level – the province of leadership
  • the tactical level of work groups and activity – the province of management
  • the individual level – where management and leadership provide the context for decision-making and motivation

Now we are seeing shifts in focus that represent a more dynamic and interconnected view that corresponds to insights from quantum physics, complexity theory, behavioural science, and living systems. Those of us working to improve organisational performance can play a powerful role in helping organisations to translate these new insights and what they mean for the way we do our work and how we manage organisations. The challenge is to identify the key questions, understand how emerging thinking can contribute to your business, what new tools and techniques you should choose to adopt and where the emphasis should be at strategic, tactical and individual levels.

  • to what extent does your organisation take account of the new realities of organisational performance – the need for effective relationships and the management of intangible assets?
  • how has the management and development of intangibles been taken into account in the way you measure and manage performance?
  • what is your organisation doing to build levels of trust and credibility with partners?
  • how do you harness the know-how relevant to your business and its strategy?

Filed Under: Leadership, management Tagged With: Leadership, management, performance improvement, performance management

Recent Posts

  • Hello world!
  • The Challenges of ‘Engaging Community Leaders’
  • Are rich people less honest?
  • 121s – The single most effective tool for improving performance at work?
  • Wendell Berry’s Plan to Save the World

Recent Comments

  • Mike on Some thoughts on Best City outcomes
  • Andy Bagley on Some thoughts on Best City outcomes
  • Mike on Strengthening Bottom Up
  • Jeff Mowatt on Strengthening Bottom Up
  • Jeff Mowatt on Top Down: Bottom Up

Archives

  • November 2018
  • March 2014
  • November 2013
  • October 2013
  • August 2013
  • March 2013
  • February 2013
  • January 2013
  • December 2012
  • September 2012
  • August 2012
  • July 2012
  • June 2012
  • May 2012
  • April 2012
  • March 2012
  • February 2012
  • January 2012
  • December 2011
  • November 2011
  • October 2011
  • September 2011
  • August 2011
  • July 2011
  • June 2011
  • May 2011
  • April 2011
  • March 2011
  • February 2011
  • January 2011
  • December 2010
  • November 2010
  • October 2010
  • September 2010
  • August 2010
  • July 2010
  • June 2010
  • May 2010
  • April 2010
  • March 2010
  • February 2010
  • January 2010
  • December 2009
  • November 2009
  • October 2009
  • September 2009
  • August 2009
  • July 2009
  • June 2009
  • May 2009
  • April 2009
  • March 2009
  • February 2009
  • January 2009
  • December 2008
  • November 2008
  • October 2008
  • September 2008
  • August 2008
  • July 2008
  • June 2008
  • May 2008
  • April 2008
  • March 2008
  • February 2008
  • January 2008
  • December 2007
  • November 2007
  • October 2007
  • September 2007
  • August 2007
  • July 2007
  • June 2007
  • May 2007
  • April 2007

Categories

  • Community
  • Development
  • enterprise
  • entrepreneurship
  • Leadership
  • management
  • Progress School
  • Results Factory
  • Training
  • Uncategorized

Meta

  • Log in
  • Entries feed
  • Comments feed
  • WordPress.org

Copyright © 2025 · Enterprise Pro on Genesis Framework · WordPress · Log in