Ask people to define the performance standards that will have meaning for them. Then have them talk about how they want to hold themselves accountable. This reduces the possibility that measurable performance standards will become punitive. Once measures become punitive, people will work to outsmart them to survive; learning decreases, and energy that should be going toward achieving the work is replaced by subversive efforts to “beat the system.”
When it comes to organizational cooperation, refuse to settle for the thought that because a gathering occurred and words were exchanged that anything meaningful happened. Instead, reframe the nature of the gathering by focussing on the core issue of why barriers to true cooperation persist. Address “why” they’re protecting territory. They must confront the question: “What are you willing to give up for the sake of the larger purpose?”
Thus, whenever a change is discussed, there will be an immediate demand for measurable outcomes and hard data that the change will improve the operations. But what happens when what you value cannot be easily measured? In fact, many of the things that matter most in your organization defy measurement. Let’s explore how to reframe the cult of measurability in order to ensure you pursue not only what “works” but what matters.
Business is risky. There is no way around it. You need to try new things to advance and yet you also somehow want a “guaranteed success.” Thus two major impulses are constantly in conflict: wanting to innovate and at the same time wanting the reassurance that what you...
Whenever a pilot project is successful, the question you can inevitably expect is “scalability.” How do you take this to scale and make the same thing happen across departments, or locations, or teams? It worked in one place, so let’s make it work in every place. And...
Behavior modification (or behavior change) is a classic human predicament that is reflected in the question: How do I get those people to change their behavior? It’s time to reframe the problem statement if change is what you really want.