Measurement

Companies with solid measurement systems are often awash in data, but without any good way to act on it. The Eye Charts TM and Scorecards used by RPR2 organize the data into easily-read charts that clearly and cleanly display the current status of leadership performance. These tools are neither capital- nor labor-intensive, they are perspective-intensive; by clearly and objectively displaying leadership capabilities, they change the way leaders "see" the importance of demonstrated leadership performance.

With clearly-displayed data, management can instantly observe the capability and performance of an entire leadership team, differentiate the leadership performance of individual managers, identify obstacles, and develop coaching plans to improve performance.

A GPS navigation device can accurately determine the longitude, latitude and the altitude of a point on or above Earth's surface, leading to precise, objective measurements. Similarly, the Success Profiles performance measurement system used by RPR2 incorporates a number of the key vital signs from all stakeholders to assist in managing leadership performance. By triangulating key performance indicators, a company creates accurate and meaningful business intelligence that can deliver tangible short-term and long-term benefits.

Under this system, each manager is assessed by different measures that represent a variety of stakeholders and skills, resulting in a well-rounded analysis.

  • Employee Feedback assesses managers from "below".
  • "Soft" Performance Metrics from employee surveys indicate the culture of the manager's department.
  • Performance Management Eye Charts combine raw data from employee surveys to provide bottom-up evaluation and ranking of each leader and department.
  • Talent Management Eye Charts combine ratings from upper management to assess the leadership ability of a manager from "above".
  • Assessments of leadership effectiveness and behavioral style assist with coaching and developing self-awareness and self-regulation.
  • "Hard" Performance Metrics such as financial performance, productivity, labor costs, quality, safety, through-put data, cycle times, and overall process time from company data give another view of the manager's performance.
  • The Talent Alignment chart quickly indicates whether a manager is likely to succeed in the role, or if coaching is needed to improve performance.

Once all the data is compiled and analyzed, the Integrated Performance Measurement Scorecard [link to IPM Scorecard page] is created to present all relevant data at a glance. This sophisticated tool provides guidance for coaching or performance monitoring.

Finally, the data is converted into business intelligence, allowing leaders to create specific action plans or customized coaching prescriptions - one leader and one department at a time - that result in optimal leadership alignment and business success.

Healthcare Database

RPR2 makes use of one of the most comprehensive databases for comparative analysis, percentile rankings, and benchmarking of best practices in the healthcare industry. This database includes over 500 organizations and over 100 common departments for peer comparisons.