Embracing Performance Kaizen
Session Overview :
Every organization hopes / expects / demands high performance from their employees and teams. It's not very long ago when most effective organization's in the world had a ritual called yearly goal - setting. Many organizations still continue with this where the HR cascades a set of goals set by the organization's leaders for their employees. This is usually followed by a quarterly to yearly review cycle which with most organizations are linked with incentives. In general terms, there isn't any flaw with this system; goal setting is an efficient way to continuously improve oneself. However, the execution of this process may be flawed and may lead to un optimized results.
With the advent of business agility, this focus shifted towards continuously learning & improving organizations. This meant that faster feedback was highly recommended for performance improvement and the idea of yearlong goal setting seemed a talk of the yesteryears. Many organizations embraced this change by completely abolishing the yearly goal setting practice and instead relying on mentor relationships for an individual's performance improvement. This did improve relationships at the same time hindered transparency since the organization goals were no longer directly accessed by every employee.
When seen from the perspective of game theory, it's evident that optimum results are obtained when employees achieve goals which are highly beneficial to them at the same time aligned with the organization's goals. With the former approach explained above, it's pretty clear that the employees in the first case were aware of the organization's goals, even if the goals were not aligned with their personal goals. Whereas in the latter case, the lack of transparency meant that the individual's goals were highly focused and may not be in-line with the organization's objectives.
This is where Performance Kaizen aligns these two systems with a flavor of Management 3.0 in order to create an optimum setup where high performing individuals, teams, and organizations can thrive. In this session, we present a case study of this implementation at Springer Nature along with our results and learning's; followed by a brief hands-on exercise for the attendees.