Performance Optimisation

Performance Improvement versus Organisational Change

At The Right Mind, we focus on Performance Improvement. The reason is simple: a review the literature from McKinsey and Co, from Gallup and many others, demonstrates the following:

1. McKinsey's global survey of more than 1,500 organisations indicated that only 6% or organisations were completely happy with their cultural change program and 1 in three did not consider the program successful.

2. Gallup estimate that disengagement is costing $800 billion annually.

With estimates of up to 70% of organisational change or re-engineering fail, one wonders why?

Why Performance?

Performance improvement comes throught focus on the three Ps: PAUSE, PERSONALISE AND PURSUE!

We rarely take the time to truly pause - to deeply pause and reflect on WHAT DO I WANT: WHAT DO WE WANT?

By seeking answers to what I/WE deeply WANT we internalise and DEFINE both our purpose and issues.

Our process has two stages:

It is our belief that Part 1: Decide, Explore and Create is executed far better than Part 2: Decide, Empower and Contribute. Organisations, constrained by their mental models touch on the DOING rather than focusing on DEEP EMPOWERING and supporting COACHING/MONITORING.

THE DEC MODEL


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	Performance Optimisation Performance Improvement versus Organisational Change (View PDF) At The Right Mind, we focus on Performance Improvement. The reason is simple: a review the literature from McKinsey and Co, from Gallup and many others, demonstrates the following: 1. McKinsey's global survey of more than 1,500 organisations indicated that only 6% or organisations were completely happy with their cultural change program and 1 in three did not consider the program successful. 2. Gallup estimate that disengagement is costing $800 billion annually. With estimates of up to 70% of organisational change or re-engineering fail, one wonders why? Why Performance? Performance improvement comes throught focus on the three Ps: PAUSE, PERSONALISE AND PURSUE! We rarely take the time to truly pause - to deeply pause and reflect on WHAT DO I WANT: WHAT DO WE WANT? By seeking answers to what I/WE deeply WANT we internalise and DEFINE both our purpose and issues. Our process has two stages: It is our belief that Part 1: Decide, Explore and Create is executed far better than Part 2: Decide, Empower and Contribute. Organisations, constrained by their mental models touch on the DOING rather than focusing on DEEP EMPOWERING and supporting COACHING/MONITORING.	The Power of Engagement® Conversations for Growth® 7/8ths Selling® The Negotiator's Toolkit Facilitation Services Performance Optimisation Indigenous Young Leaders Subscribe to TRM Newsletters