Opposites Attract  . . . but only if each opposite values what the other opposite has to offer.  In fact, I think we find it rare for opposite qualities to exist together in a way that is lasting and benefits from the pairing.  It can be even harder when we force two things together we find attractive but ending up acting like the same poles on a magnet, repulsing each other as hard as they can.  Sure, we will always have chocolate and peanut butter, but in the serious world of Healthcare operations, it is hard to find opposite things combine in a way that improves the result; and when we do it is hard to keep them together.  For example, every time we try to objectively measure performance in our organization and present it in a meaningful way, we seem to have to choose.  Do we want detail or a wide field of view?   Do we want to see everything at once, or do we want to see the numbers, in specific detail?  Yes, we want both.  How can we get both?

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, and puts the results together in one place. One can instantly observe the capability and performance of an entire leadership team with both an overall view and detailed focus.

The Eye Chart Suite of Tools is unique and powerful.  The Performance Management Eye Chart offers a leader to see the odds of success in creating a healthy culture with desirable performance outcomes, department by department.  Its measurements are based on thousands of departments documented performance.

The PMEC measures leadership performance and organizational engagement (how engaged employees are with the goals and performance of the organization and how well they think they belong there).  Both of these are solid predictors of organizational health.

A good guide to use for performance at the organization-wide level is that if the leadership performance and organizational engagement scores are above the 50th percentile, the organization is likely to perform well on all outcome metrics. Organizations scoring at approximately the 75th percentile were 66% more likely to perform above the industry averages, and those in the top decile were 80% more likely to perform above the industry average.

Organizations and departments scoring in the top half on employee engagement essentially double their odds of success in comparison to those in the bottom half.

Performance Management Eye Chart Quartile Performance Guide:

Estimating Overall Business Performance: direct and indirect economic benefit.

When a department or leader is able to improve performance and move up the quartiles, it can have a major effect on the company.

• Moving up just one quartile (from Red to Orange) could produce between 7.5% and 15% direct and indirect overall economic benefit (using a productivity multiplier).
• Moving up two quartiles (from Red to Yellow) could produce between 15% and 22.5% direct and indirect overall economic benefit.
• Moving up three quartiles (from Red to Green) could produce between 22.5% and 30% direct and indirect overall economic benefit.

Success Profiles can create a custom version of this unique tool, built for you.  We specialize in affordable performance solutions for mid-sized Healthcare organizations who are looking for cost-effective ways to measure performance and target specific solutions that will matter to their survival and success.  Find out about us!