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Target setting System

Target setting System Modules

Effective organisations and people rarely achieve superior results by chance.  Success requires more than mere daydreaming, more than vague desire.  It even requires more than hard work.  Target setting is the key ingredient to success.

 

Without target setting, huge amounts of energy can be lost, unharnessed, unused.  Conversely, by working consistently toward the attainment of certain clearly defined, specific targets, energy can be tightly focused and the results astounding. 

 

Targets are set to steer the organisation/team/individual during the short-term.  They are the short-term benchmarks which show progress against longer term goals.  Targets are set to define, in precise terms, particular levels for the delivery of outputs.  Together with feedback information, targets monitor and control variance so as to improve the quality, quantity and timeliness of outputs to the identified customers.

 

If clear systems are established for identifying customers and the outputs they require, and for measuring and controlling variation in the delivery of these outputs, the customers will receive the exact outputs they require, within budget, on time, and every time.

Targets are needed to drive performance and to measure performance; to improve performance and to control performance.

If goals are not set, they cannot be achieved.  If there are no means of monitoring progress, improvements will not occur.  Performance cannot be measured without targets.

 

This is what this system is about.

 

The system is in three parts, Part One being the introduction and Big Picture which contextualizes target setting, Part Two, The Process made up of 5 modules and Part Three, implementation with experience-based guidelines for implementing any performance management system and the most common pitfalls.


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

 

 

TARGET SETTING SYSTEM MODULES

Complete target setting system

Price: $90 plus GST

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

Introduction

›Free download

This module introduces the target setting 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.

Total stakeholder satisfaction

Price: $10 plus GST

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To optimise the organisation system there needs to be an emphasis on the rigorously measured demands and expectations of all stakeholders.  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.

Resource requirements and action planning

Price: $10 plus GST

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Any target-setting system is only as successful as the results it achieves after it has been implemented.

To achieve targets, resources and action plans are required.

Resources could include the equipment, materials, skills, people and money needed to achieve targets.

Action plans refer to a step-by-step plan which will lead to the achievement of a target.

This module concerns itself with defining the resource requirements and putting the plan into action.

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

Performance-linked communication

Price: $15 plus GST

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Performance-linked communication is a systematic method of establishing performance feedback in an organisation.

Performance-linked Communication focuses on communication from a performance point of view. It answers the question 'What communication skills, systems and processes are needed to improve performance, to improve the delivery of outputs to customers and stakeholders?' A successful communication system must have entrenched mechanisms for communicating, analysing and discussing performance feedback on the outputs produced for customers and stakeholders so as to continuously improve productivity, quality and team work.

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

For a complete how to guide to building a performance-linked communication system, we refer you to our Performance-linked Communication System.

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 target setting process as well as model examples of some of the relevant basic components of team performance pertaining to target setting, selected from live teams.


Tags: performance, system, outputs, targets, communication, team, modules, module, total, improve, ›order, price, target, setting