Assessing leadership performance is similar to swimming:

You cannot assess competency with a written test.

Our key premise is that the most effective and fastest way to improve performance throughout an organization is to improve the effectiveness of leadership, one leader and one department at a time.   Meanwhile, it seems the key premise of some leaders is:  “Improve who?   Improve me?  Why me?”

Why should we so strongly believe in improving the effectiveness of leaders?  Over many years, Healthcare Performance Solutions has taken hard, objective measurements in thousands of business units—largely in Healthcare—which unequivocally demonstrated leadership performance is the single strongest correlated variable to success.

Business units that perform in the top quartile of all their peer organizations enjoy tremendous advantages over those which perform in the lower quartiles.  For example, these research findings from Gallup (2009), showed that the median gaps in performance gains between Top-Quartile business units and Bottom-Quartile business units were as follows:

•   12% in customer satisfaction ratings
•   16% in profitability
•   18% in productivity
•   25% in turnover (for high-turnover organizations)
•   49% in turnover (for low-turnover organizations)
•   49% in safety incidents
•   27% in shrinkage (theft)
•   37% in employee absenteeism
•   41% in patient safety incidents
•   60% in quality outcomes.

How do you know when you have effective leaders in your key positions?

Our experience convinces us that when we employ a 360 degree multi-source combination of evaluations from supervisors, peers and employees alongside hard performance metrics we get unbiased, actionable “GPS-like” accurate performance measurement.  This is a foundation upon which you can confidently base decisions.

But it is not all statistics and computations.  We have found that business leaders rely best on practical and applied causal links and measures of performance that they can readily see and relate to logically and emotionally.  Do the measurement tools need to be scientifically valid and reliable?  Absolutely.  Should the data be presented in a way that is less effective, often confusing, overloaded with information, and difficult to interpret?  No. That is where Performance Management Eye Charts come in.

Of all the five senses, our brain is designed to best process information visually, rather than as words or numbers. There is actually no math involved in the processing and interpretation of visual information; the “uptake” or “get it” factor is instantaneous, which is why people respond emotionally to art.

Looking through a large numerical table or spreadsheet takes a lot of mental effort, but information presented visually can be grasped in a few seconds. The brain identifies patterns, proportions, and relationships to make instant subliminal comparisons. The Eye Charts are designed to illustrate visual correlations with any measureable criteria.

If you could actually see “Analytics” and “Business Intelligence,” what would it look like?

The Performance Management Eye Chart (PMEC) is created using data from your existing employee-satisfaction survey (a bottom-up front-line leader assessment). The PMEC is a visual tool that compares leadership effectiveness and cultural engagement at glance.  Leaders can instantly see which departments have healthy cultures of excellence and which ones are facing difficulties. With a unique style of presenting information in a way that allows both detailed focus and overall vision, the Eye Charts synthesize and present meaning, allowing you to see the complete performance picture.  The PMEC also illustrates how front-line leaders compare to one another in your organization, to their peers, and to national percentile rankings.

In the PMEC, departments or leaders are listed across the top; employee-engagement measures or other objective criteria are listed down the side. Once departments are assigned a color for each criteria, they are ordered based on the colors to present an easy-to-read spectrum of departments from failing (red) to excelling (green). Within each department, problem areas or strengths are easily differentiated by their color.

The Performance Management Eye Chart quantifies and illustrates the impact that leadership has on overall performance and the existing culture, one leader and one department a time.

We invite you to learn how to put the powerful eye Charts to work for you!

Be more successful now!!

Everything You Wanted To Know About The Performance Management Eye Chart and Were Not Afraid To Ask

Visit our website Right People Right Roles

Download “Everything you wanted to know about The Performance Management Eye Chart And Were Not Afraid To Ask.  Read how other leading healthcare systems have employed these business tools to make Healthcare operations more effective and efficient.