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The creation of several new and innovative assessment tools and ground breaking research over the past seven years has contributed to business growth opportunities that take on a greater sense of urgency.  We have pioneered a structured approach that is truly different than any other approach currently available in the marketplace. The overall process is:

• Comprehensive, mature and sophisticated in design

• Practical and applied in its methodology

• Logical and scientific in the compiling, organizing and analysis of data

• Flexible and easy for organizations to adopt by primarily incorporating their existing performance data

• Creates highly visual reporting with information presented in a “right brain” format that psychologically motivates leaders to take action

• Inexpensive to incorporate (does not require expensive software or subscription fees)

• Evidence–based in protocol for consistent performance management diagnosis and prescribing of customized coaching for improvement

INNOVATIVE APPROACH ::

The methodology to compile and differentiate performance one department at a time and one leader at a time primarily incorporates measurement data that is readily available from the client. The “360 degree” mature and sophisticated approach to performance management is transparent, objective and precise.  The information is compiled in a way that allows for the greatest accuracy of both hard (objective) and soft (subjective) performance metrics. The information is presented in a way that converts raw data into actionable knowledge and business intelligence that ultimately allows leaders to make management appointment decisions with increased probability of success. Data is compiled and displayed from the following :

A “Multi” – Multi Rating Measurement Approach (similar to that of GPS navigation)

1. Employee feedback about leadership capability/performance of their immediate manager (usually compiled from the existing employee engagement surveys).

2. "Soft" performance metrics compiled from employee surveys (satisfaction, loyalty, and engagement), employee turnover data, performance review scores and patient satisfaction.

3. Performance Management "Eye Chart illustrating side-by-side performance differentiated by department and front-line leader

4. Talent Management "Eye Chart," ranking the demonstrated leadership ability of every Executive, VP, Director and Manager. From the top-down perspective of executives.

5. "Hard" performance metrics compiled from financial performance, productivity, labor costs, through-put data, cycle times, and overall process time.

6. Comprehensive Dashboards that graphically integrate soft and hard performance measures.

7. Talent Alignment practices that align leadership roles based on relative Degree of Difficulty.

We have found that business leaders don’t relate well to and are not motivated by statistical coefficients and academic correlations.  They need practical and applied causal links and measures of performance that they can readily see and relate to logically and emotionally. Do the measurement tools need to be scientifically valid and reliable? YES. Should the data be presented in a way that is less effective, often confusing (with information overload) and difficult to interpret? NO.  Our solution is the Eye Chart Suite of Business Intelligence tools.

TOOLS/METHODOLOGY ::