Beyond Budgeting – a new management model for new business realities The Statoil implementation journey Bjarte Bogsnes Vic...
Outline <ul><li>The case for change - what is the problem? </li></ul><ul><li>The Beyond Budgeting principles </li></ul><ul...
Statoil in brief <ul><li>Turnover and market cap approx. 75 bn. USD </li></ul><ul><li>20.000 employees  in 34 countries </...
Fortune 500 ranking (2011)  - Social responsibility Innovation
Statoil financial performance – as we define it  - RoACE – 2010 * Peer group: Anadarko, BG, BP, Chevron, ConocoPhillips, D...
Managing traffic performance - one alternative  - Based on which information? Who is in control?
Managing traffic performance - another alternative  - Based on which information? Who is in control?
Which is most  difficult ?  - In which are  values  most important? Which is most  efficient ?
The world has changed  – what about the way we lead and manage?  - People Business environment Traditional  management “ T...
We must address  both  processes and leadership  - Leadership Processes Beyond  Budgeting “ Theory Y” “ Theory X” Dynamic ...
Companies on a similar journey  - Classification: Internal  2010-09-10  ” I have been waiting for this for 20 years” (CEO)...
The Beyond Budgeting principles  - Change in leadership Change in processes 1. Values  - Govern through a few clear values...
Start of the Statoil journey - solving a serious budget conflict   - Improve “ Same number – conflicting purposes” ” Diffe...
Key principles – Ambition to action  - Performance   is ultimately about  performing better  than those we  compare  ourse...
The CEO on Ambition to action  -
Ambition to action - a process which balances …  - …  alignment – from strategy to people  …  with flexibility and freedom...
Ambition to action example  - Where are we going? ” Strategic objectives” How do we measure progress? ” Key Performance In...
More than 1100 ”Ambition to actions”  across the company  - … ..and more
A new performance language - from narrow measurement to a  holistic  assessment   - <ul><ul><li>B e h a v i o u r  </li></...
The journey continues ...  -
The controller and the fisherman ...  -
Ambition to action – new principles  - From calendar-driven to business-driven  No annual versions <ul><li>Update when nec...
<ul><li>Questions or comments – now or later?   </li></ul><ul><li>Bjarte Bogsnes [email_address] </li></ul><ul><li>+ 47 91...
Want to hear  more?  - <ul><li>The problems with traditional management </li></ul><ul><li>The Beyond Budgeting model </li>...
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Keynote: Beyond Budgeting

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Beyond Budgeting offers a proven and coherent alternative to serious problem in management today. The main purpose is not to get rid of budgets, but to take reality seriously, both the world around us and people in the organisation. The three different (and often conflicting) budget purposes of target setting, forecasting and resource allocation are not abolished, but separated and improved in ways not possible when all three are crammed into one annual set of budget numbers.

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Transcript of "Keynote: Beyond Budgeting "

  1. 1. Beyond Budgeting – a new management model for new business realities The Statoil implementation journey Bjarte Bogsnes Vice President - Performance Management Development Chairman - Beyond Budgeting Round Table Europe -
  2. 2. Outline <ul><li>The case for change - what is the problem? </li></ul><ul><li>The Beyond Budgeting principles </li></ul><ul><li>The Statoil model - Ambition to action </li></ul><ul><li>Next steps </li></ul> -
  3. 3. Statoil in brief <ul><li>Turnover and market cap approx. 75 bn. USD </li></ul><ul><li>20.000 employees in 34 countries </li></ul><ul><li>World’s largest operator in waters deeper than 100 metres </li></ul><ul><li>Second largest gas exporter to Europe </li></ul><ul><li>World leader of crude oil sales </li></ul><ul><li>Listed in New York and Oslo </li></ul> - US Gulf of Mexico South America West Africa North Africa Caspian Middle East Russia Arctic North Sea & Norwegian Sea Canada Current production of oil and gas
  4. 4. Fortune 500 ranking (2011) - Social responsibility Innovation
  5. 5. Statoil financial performance – as we define it - RoACE – 2010 * Peer group: Anadarko, BG, BP, Chevron, ConocoPhillips, Devon, Encana, Eni, ExxonMobil, Lukoil, Occidental, Petrobras, Repsol, Shell, Statoil, Total. Source: Barclays Capital RoACE – 2009 Target Target Total shareholder return 2010 Target Target Total shareholder return 2009
  6. 6. Managing traffic performance - one alternative - Based on which information? Who is in control?
  7. 7. Managing traffic performance - another alternative - Based on which information? Who is in control?
  8. 8. Which is most difficult ? - In which are values most important? Which is most efficient ?
  9. 9. The world has changed – what about the way we lead and manage? - People Business environment Traditional management “ Theory Y” “ Theory X” Dynamic Stable
  10. 10. We must address both processes and leadership - Leadership Processes Beyond Budgeting “ Theory Y” “ Theory X” Dynamic Stable Relative and directional goals Dynamic planning, forecasting and resource allocation Holistic performance evaluation Rigid, detailed and annual Rules-based micromanagement Centralised command and control Secrecy, sticks and carrots Values based Autonomy Transparency Internal motivation
  11. 11. Companies on a similar journey - Classification: Internal 2010-09-10 ” I have been waiting for this for 20 years” (CEO) (Main Norwegian cases) (Some international cases) Europe’s most cost effective universal bank Beating the competition 40 years in a row
  12. 12. The Beyond Budgeting principles - Change in leadership Change in processes 1. Values - Govern through a few clear values, goals and boundaries, not detailed rules and budgets 7. Goals - Set relative goals for continuous improvement, don’t negotiate fixed performance contracts 2. Performance - Create a high performance climate based on relative success, not on meeting fixed targets 8. Rewards - Reward shared success based on relative performance, not on meeting fixed targets 3. Transparency - Promote open information for self management, don’t restrict it hierarchically 9. Planning - Make planning a continuous and inclusive process, not a top-down annual event 4. Organization - Organize as a network of lean, accountable teams, not around centralized functions 10. Coordination - Coordinate interactions dynamically, not through annual planning cycles 5. Autonomy - Give teams the freedom and capability to act; don’t micro-manage them 11. Resources - Make resources available as needed, not through annual budget allocations 6. Customers - Focus everyone on improving customer outcomes, not on hierarchical relationships 12. Controls - Base controls on relative indicators and trends, not on variances against plan
  13. 13. Start of the Statoil journey - solving a serious budget conflict - Improve “ Same number – conflicting purposes” ” Different numbers” <ul><li>Unbiased - expected outcome </li></ul><ul><li>Limited detail </li></ul><ul><li>Ambitious </li></ul><ul><li>Relative KPIs where possible </li></ul><ul><li>Holistic performance evaluation </li></ul><ul><li>Dynamic - no annual allocation </li></ul><ul><li>KPI targets, mandates, decision gates & decision criteria </li></ul><ul><li>Trend monitoring </li></ul><ul><li>Budget = </li></ul><ul><li>Target </li></ul><ul><li>Forecast </li></ul><ul><li>Resource allocation </li></ul>Step 1 Step 2 Target Forecast Resource allocation The budget purposes Separate “ Event driven - not calendar driven”
  14. 14. Key principles – Ambition to action - Performance is ultimately about performing better than those we compare ourselves with Do the right thing in the actual situation, guided by the Statoil Book, your Ambition to action, decision criteria & authorities and sound business judgement Within this framework, resources are made available or allocated case-by-case Business follow up is forward looking and action oriented Performance evaluation is a holistic assessment of delivery and behaviour
  15. 15. The CEO on Ambition to action -
  16. 16. Ambition to action - a process which balances … - … alignment – from strategy to people … with flexibility and freedom Strategic objectives KPIs Actions & forecasts Individual goals Where are we going – what does success look like? <ul><li>Most important strategic change areas </li></ul><ul><li>Medium term horizon </li></ul>How do we measure progress? <ul><li>Indicative measure of strategic delivery </li></ul><ul><li>10-12 KPI’s, annual/ longer term targets </li></ul>What is my contribution? <ul><li>My Performance goals (MPG) </li></ul><ul><li>Delivery </li></ul><ul><li>Behaviour </li></ul>How do we get there? <ul><li>Concrete actions and expected delivery (forecast) </li></ul><ul><li>Clear deadlines and accountabilities </li></ul>
  17. 17. Ambition to action example - Where are we going? ” Strategic objectives” How do we measure progress? ” Key Performance Indicators” How do we get there? ” Actions”
  18. 18. More than 1100 ”Ambition to actions” across the company - … ..and more
  19. 19. A new performance language - from narrow measurement to a holistic assessment - <ul><ul><li>B e h a v i o u r </li></ul></ul><ul><ul><li>D </li></ul></ul><ul><ul><li>e </li></ul></ul><ul><ul><li>l </li></ul></ul><ul><ul><li>i </li></ul></ul><ul><ul><li>v </li></ul></ul><ul><ul><li>e </li></ul></ul><ul><ul><li>r </li></ul></ul><ul><ul><li>y </li></ul></ul><ul><li>Living the values </li></ul><ul><li>Day-to day-observations </li></ul><ul><li>360°/ 180°/ 90° surveys </li></ul><ul><li>People survey </li></ul>50/50 <ul><li>Pressure testing KPI results: </li></ul><ul><li>Deliver towards the strategic objectives? </li></ul><ul><li>How ambitious KPI targets? </li></ul><ul><li>Changed assumptions, with positive or negative effect? </li></ul><ul><li>Agreed actions implemented, or corrective actions initiated as needed? </li></ul><ul><li>Delivered results sustainable? </li></ul>Ambition to action <ul><li>Development plan </li></ul><ul><li>Rewards </li></ul>
  20. 20. The journey continues ... -
  21. 21. The controller and the fisherman ... -
  22. 22. Ambition to action – new principles - From calendar-driven to business-driven No annual versions <ul><li>Update when necessary, triggered by external or internal events (“big for you”) </li></ul>Simple change and coordination controls <ul><li>Seek approval if big, inform if small. Inform other affected units </li></ul>[email_address] <ul><li>No change, review status on dynamic Ambition to action </li></ul>Varying time horizons <ul><li>Target and forecast horizons reflecting urgency and lead times </li></ul>
  23. 23. <ul><li>Questions or comments – now or later? </li></ul><ul><li>Bjarte Bogsnes [email_address] </li></ul><ul><li>+ 47 916 13 843 </li></ul><ul><li>Beyond Budgeting Round Table www.bbrt.org </li></ul> -
  24. 24. Want to hear more? - <ul><li>The problems with traditional management </li></ul><ul><li>The Beyond Budgeting model </li></ul><ul><li>The Borealis case </li></ul><ul><li>The Statoil case </li></ul><ul><li>Implementation advice </li></ul><ul><li>Out on Wiley (US) 2009 </li></ul><ul><li>Available from Amazon.co.uk </li></ul>
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