Management Areas of Performance
This is a model/framework from my EPPI – Enterprise Process Performance Improvement methods.
Part 1 covered: The Leadership Portion of the Model
Part 2 will cover: The Core Portion of the Model
Part 3 covered: The Support Portion of the Model
Part 4 will cover: The Practical Utilities of the Model
Management Areas of Performance – The 6 Practical Utilities of the Model
Here is a PowerPoint Show of the entire presentation – covered in this 4 Part series: Management Areas of Performance WBS
- Utility 1: Curating Existing Content
- Utility 2: Guiding Development of L&D Content
- Utility 3: Guiding Job/Department Organization Design Efforts
- Utility 4: Creating a Performance-Base Performance Appraisal System
- Utility 5: Planning & Managing the Development of Supervisors and Managers for Current and Future Assignments
- Utility 6: Targeting Performance Improvement Efforts
These 6 Utilities are briefly covered next…
Utility 1: Curating Existing Content
You could use this framework to start collecting – and organizing – existing content – so that the curated content is easier to access. Content that already exists, internally and externally, such as
- Policies/ Procedures/SOPs
- Process Maps
- Job Aids/Performance Aids
- Vendor Information
- Published articles
- Book listings
- Links to Blog Posts and other Internet resources
Utility 2: Guiding Development of L&D Content
You could use this framework as a starting point with your Stakeholders to start an assessment of needs – based on perceptions and any hard data available – to target L&D content “build/buy and modify” efforts.
Utility 3: Guiding Job/Department Organization Design Efforts
You could examine existing Organization and Job Designs to determine gaps in those designs.
Utility 4: Creating a Performance-Base Performance Appraisal System
You could use this framework as a starting point in customizing your current Performance Appraisal system and focus.
Utility 5: Planning & Managing the Development of Supervisors and Managers for Current and Future Assignments
You could use this framework as a starting point in customizing an assessment and planning guide for supervisor and management’s Individual Development Planning (IDP) efforts – or just use my 2011 book – which is intended to do just that.
Utility 6: Targeting Performance Improvement Efforts
You could use this framework as a starting point in with your Stakeholders in targeting where Performance Improvements may bear sufficient fruit (that being ROI) across the Enterprise – or for particular Departments. Or Functions or Divisions/SBUs.
Use the PowerPoint Show to give them a quick overview of the model to begin the discussion.
And Please Remember This
With Appropriate Attributions, of course!
I wrote this in 2004 but didn’t release it until 2007. Get a Free PDF copy – here.
2007 Book Foreword
I updated the 2004/2007 version and turned it into a tool for the Planning & Management of one’s own Development and/or for other’s Development.
For information about this book and many of my others please go – here.
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