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Performance-linked communication / feedback system

Related links:
Communication / Visual Feedback Consulting
Manuals
Electronic Manuals
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Performance-linked communication / feedback system modules

A performance management tool for getting the right information to the right people at the right time. It answers the question, Who needs what information, in what order, to do a good job by implementing a system that communicates the performance goals of the organisation to the people doing the work, and building the infrastructure to support this communication.

 

With 15 separate modules, this system shows you how to effectively communicate your organisation's values, vision, strategic goals and targets throughout the organisation.

 

The system is in three parts, Part One being the introduction and how the performance-linked communication system works, Part Two, The Process made up of 10 modules and Part Three, implementation with experience-based guidelines for implementing a performance-linked communication system, the most common pitfalls, examples to aid implementation and case studies.

 

Each module contains examples, summaries, checklists, glossaries and quality standards.

 

It ensures that every dollar spent on communication contributes directly to the organisation's performance goals by:

 

  • Enabling managers to identify the information that will boost performance
  • Giving managers the tools to develop and implement a systematic and continuous performance-improvement system
  • Providing a tried and tested communication system that works.


This is a performance-linked communication system that communicates the performance goals of the organisation to the people doing the work by:

 

  • Translating organisational values, vision and mission into strategy
  • Translating strategy into team outputs, performance measures and targets
  • Implementing a performance feedback system to feed back performance information to the people doing the work
  • Rewarding performance
  • Providing the performance-linked communication infrastructure.
  • Provides implementation guidelines, case studies and examples.


Performance-linked Communication/Feedback system modules

 

See Performance-linked Communication Manual for our Manual Edition.

PERFORMANCE-LINKED COMMUNICATION / FEEDBACK SYSTEM MODULES

Complete performance linked communication/ feedback system

Price: $90 plus GST

The total system, inclusive of all the modules below (described above)

Introduction

›Free download

This module introduces the performance-linked communication / feedback system and explains how to use the modules in the system. It is necessary if you are going to be using most of the modules in the system, as opposed to just one.

Big picture

Price: $10 plus GST

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There is a lot more to total and continuous performance improvement than just measuring performance, or developing goals, or putting in a new system. One of the dangers of working in an unsystematic and piecemeal manner is that it is possible to do more harm than good to the complex arrangement of systems that make up an organisation. Nothing short of a purposeful, total and systematic approach will suffice if continuous, and especially sustained, performance improvement is to be achieved.

The Big Picture provides a summary of our total system approach to performance improvement, which we call the  basic components of team performance. These are the basic components necessary to improve performance: individual performance, team performance and organisational performance. The aim is to implement these basics to a level where sustained performance improvement can be achieved.

Why performance-linked communication is important

Price: $10 plus GST

 

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This provides an overview of the performance-linked communicatin system and is very useful for gaining a contextual understanding of the system. It explains why the performance-linked communication system is important by describing outcomes of the sytsem.

Unified sense of direction

Price: $15 plus GST

 

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This basic component of team performance is best summed up by the phrase, one team, one direction. Achieving this requires a shared vision. The entire company, and all the teams and the individuals which make it up, must be pulling in the same direction. Every member of every team needs to accept responsibility for that part of the company over which they have some control.

To achieve a unified sense of direction there needs to be agreement at all levels on what the organisation values, what it does, where it is headed and how it plans to get there. The first step requires clarity, focus and agreement about the organisation's values, vision and mission.  Values, vision and mission on their own, however, do not equal a unified sense of direction.  They are organisational tools used sometimes well, and sometimes not so well, to create a sense of direction. A workbook component is included to help you apply the concepts.

Environmental analysis

Price: $10 plus GST

 

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The purpose of this section is to help you assess how your organisation is currently operating.

This module will help you:

  • Identify how your organisation is currently operating in terms of the strengths and weaknesses the organisation possesses in the internal environment, and the opportunities and threats it faces in the external environment;

  • To enable you to develop a strategy that will utilise your organisations strengths; manage its weaknesses; take advantage of the opportunities in the environment and minimise the impact of the environmental threats.

Clarifying where the organisation is going in the future, and analysing where it is now is important.  The rest of the business plan will revolve around closing the gap between where the organisation wants to be and where it is now.

A workbook component is included to help you apply the concepts.

Strategy formulation

Price: $10 plus GST

 

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Once you have worked out where the organisation wants to be in terms of a vision, mission and values, and dealt with where the organisation is now in terms of an environmental scan, you then need to deal with how the organisation gets from where it is, to where it wants to be.

Strategy is the overall game plan or map to help direct the organisation from where it is to where it wants to be.  Strategy is usually expressed in medium term (1 to 3 year) statements or goals about where the organisation is going.

A good strategic plan, which includes a vision, provides the blueprint for coordination, direction and teamwork.

A workbook component is included to help you apply the concepts.

Total stakeholder satisfaction

Price: $10 plus GST

 

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Total stakeholder satisfaction is defined as satisfying the demands and expectations of all the stakeholders of a given organisation or team.

To optimise the organisation system there needs to be an emphasis on the rigorously measured demands and expectations of allstakeholders.  Stakeholders could include  owners, external customers, internal customers, the government, employees and suppliers. A firm understanding of the customer's and stakeholder's identity is essential for achieving results. You can't satisfy customer and stakeholder needs unless you know exactly who the customers and stakeholders are. 

Once stakeholders have been identified, their expectations must be clearly defined so that team's can focus around meeting and exceeding expectations.A workbook component is included to help you apply the concepts.

Suggested modules to complete together with this one: How to develop Outputs and Performance Measures; Target Setting.

How to develop outputs and performance measures

Price: $20 plus GST

 

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The process of translating strategy into daily action begins with stakeholder identification, followed by a rigorous process of identifying stakeholder expectations.  This module on how to develop outputs and performance measures are the first two steps in a three-step process.

Outputs are the value-added end results of a process which are produced by an individual or a team for an internal or external customer.

Performance measures are units of measure used to assess whether outputs are achieved.

This module shows how to develop outputs and performance measures.

Step three, Target Setting is dealt with in a module of its own.

A workbook component is included to help you apply the concepts.

Suggested modules to complete together with this one: Total Stakeholder Satisfaction, Target Setting.

Target setting

Price: $15 plus GST

 

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Note: This module should be completed together with How to develop Outputs and Performance Measures for a complete understanding.

Targets are written aspirations for what the organisation must achieve in the short term to achieve breakthrough performance in its strategic goals. Targets are expectations of short term achievement along the long term strategic path the organisation has chosen.  They are short term milestones, identifying where they expect to be weekly, monthly, quarterly or annually, along the road to strategic goal achievement.

Targets define, in precise terms, particular levels for the delivery of outputs.  They tell us what we should achieve in terms of quality and quantity, as well as the time frame for the achievement of the target. Targets drive, measure, control and improve performance.  They are a key contributor to organisation success.

This module shows how to set targets against outputs and performance measures.

A workbook component is included to help you apply the concepts.

Performance feedback

Price: $15 plus GST

 

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Performance feedback is official information from the organisation that tells people how they are performing against targets.

If people are to perform well, they must know how they are performing in relation to established team targets. Performance feedback provides that information. The module discusses the system by which this information is delivered, and how best to present it. A workbook component is included to help you apply the concepts.

 

Rewarding performance

Price: $10 plus GST

 

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Rewarding Performance shows how to establish reward systems that satisfy the motivational needs of all employees, and result in measurable team and organisational performance improvement. The module addresses positive recognition systems and team-based financial reward systems, showing how to implement a system that rewards performance, not mediocrity.

A workbook component is included to help you apply the concepts.

For a complete how to guide to building a system which rewards performance, we refer you to our Rewarding Performance System.

Performance-linked communication system infrastructure

Price: $12 plus GST

 

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The steps in developing a Performance-linked Communication System must be in place prior to completing this module. The next step is to apply the knowledge gained.

This module shows how to provide the performance-linked communication system with necessary infrastructure. Eight support structures for effective implementation of the performance-linked communication system are discussed, and must be implemented if the performance-linked communication system is to become well anchored into the organisation on an ongoing basis.

A workbook component is included to help you apply the concepts.

Suggested modules to complete together with this one: Performance-linked Communication; Effective Delivery of Performance Feedback.

Effective delivery of performance feedback

Price: $10 plus GST

 

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The module, Performance-linked Communication dealt with what performance information to feed back to the various teams within the organisation. This module discusses how to deliver  official performance information effectively. The two modules,Performance-linked Communication  and Effective Delivery of Performance Feedback should both be utlilsed for maximum effectiveness when implementing a performance feedback system.

A workbook component is included to help you apply the concepts.

Suggested modules to complete together with this one: Performance-linked Communication; Performance-linked Communication System Infrastructure.

Implementation: guidelines and pitfalls

Price: $12 plus GST

 

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Implementation: Guidelines and pitfalls provides guidelines for implementation and pitfalls to avoid when implementing any performance improvement/change management system into an organisation. This module is based on the experience gained and the lessons learned from over 20 years of hands-on implementation in the field.

Case studies and team models

Price: $10 plus GST

 

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Case Studies and team models is  a selection of case studies written by Australian organisational teams that have implemented our performance-linked communication process as well as model examples of some of the relevant basic components of team performance pertaining to performance-linked communication, selected from live teams.

 


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