The Emerson Suite - Real Effectiveness GWALS Presentation
-
Upload
the-emerson-suite -
Category
Leadership & Management
-
view
39 -
download
0
Transcript of The Emerson Suite - Real Effectiveness GWALS Presentation
Real Effectiveness.Apparently Not. Doug Emerson
What is real effectiveness?
Why does it matter to you?
Know the difference between real effectiveness
and apparent effectiveness!
“Efficiency is doing the
thing right. Effectiveness
is doing the right thing.”
Peter Drucker
“Real effectiveness: The extent to
which a leader-manager
achieves the output requirements
of the job.”
Dr. Bill Reddin
“Effectiveness is a
discipline. And like every
discipline, effectiveness
can be learned and must
be learned.”
Peter Drucker
Real effectiveness can be defined
and measured. It is a useful idea any
leader-manager can embrace. It is
not personality, but performance.
Real effectiveness: The extent to which a leader-manager achieves the
output requirements of the job.
Apparent effectiveness: The appearance of effectiveness by observation of
behavior alone.
These are the type of things that apparent effectiveness means...
• Looking good• Appearing competent• Talking, speaking, presenting well• Working hard, putting in the hours• Appearing knowledgeable• On-time, efficient, responsive• Great reports• Come from the right schools• Prepared• Good body language
“…when I rate you, on anything, my
rating reveals to the world far more
about me than it does about you.”
“The effect that ruins our ability to rate
others has a name: the Idiosyncratic
Rater Effect”Marcus Buckingham, HBR.org
Most HR Data is Bad Data
https://hbr.org/2015/02/most-hr-data-is-bad-data
The only way to know if you’re really
effective is to define the measurable
outputs of the job.
Inputs Outputs
Real effectiveness
© Reddin Global 13
Outputs
Represent outcomes, not activities
Are measurable
Most important aspects of the role – top 4-6
Within your Authority
Represent 100% of the output expectations of the job
✔✔✔✔✔
© Reddin Global 14
Examples of Outputs
Financial Performance
Customer – Experience? Satisfaction?
Employee – Satisfaction? Engagement? Effectiveness?
Growth
Cultural Transformation
Innovation
Must be Measurable – Quantity– Time– Quality / Error rate– Cost– Adherence or variance– Feedback
© Reddin Global 16
Examples of MetricsOutputs MetricsFinancial Performance ?
Customer Satisfaction ?
Cultural Transformation ?
Innovation ?
© Reddin Global 17
Examples of MetricsOutputs MetricsFinancial Performance • Revenue growth: X to Y
• EBITDA of __%
Customer Satisfaction ?
Cultural Transformation ?
Innovation ?
© Reddin Global 18
Examples of MetricsOutputs MetricsFinancial Performance • Revenue growth: X to Y
• EBITDA of __%
Customer Satisfaction • Increase survey scores from X• Retention rate
Cultural Transformation ?
Innovation ?
© Reddin Global 19
Examples of MetricsOutputs MetricsFinancial Performance • Revenue growth: X to Y
• EBITDA of __%
Customer Satisfaction • Increase survey scores from X• Retention rate
Cultural Transformation • Employee survey results• Turnover rate
Innovation ?
© Reddin Global 20
Examples of MetricsOutputs MetricsFinancial Performance • Revenue growth: X to Y
• EBITDA of __%
Customer Satisfaction • Increase survey scores from X• Retention rate
Cultural Transformation • Employee survey results• Turnover rate
Innovation ?
© Reddin Global 21
Examples of MetricsOutputs MetricsFinancial Performance • Revenue growth: X to Y
• EBITDA of __%
Customer Satisfaction • Increase survey scores from X• Retention rate
Cultural Transformation • Employee survey results• Turnover rate
Innovation • Amount of $ from new revenue streams• # of new projects launched
Authority
Responsibility without authority leads
to
FRUSTRATION
Authority
You need to determine...
• Which decisions can you make on your own?• Which decisions do you make but require approval?• Which decisions do you make recommendations only?
Authority
You need to determine...
• Which decisions can you make on your own?• Which decisions do you make but require approval?• Which decisions do you make recommendations only?
Your Team• Change Organizational Structure
Spending• Limits within budget
Strategy• New systems - technology
Go get agreement with your boss about your outputs, metrics and authorities!
Low
High
Low HighReal Effectiveness
App
aren
t Effe
ctiv
enes
s
“Focusing on real effectiveness is the key to leading your organization to executing for excellence, widespread engagement and fun! (and no politics!)”
Lisa de Wilde, CEO of TVOntario
“Apparent effectiveness is important but only up to 20%. Real effectiveness is what gets the right things done.”
Brendan Calder, Professor of GettingItDone, Rotman School of Management
Want to be more effective this year than you were last year?
http://bitly.com/e-suite
Real Effectiveness.Apparently Not.