Pretty elegant... I've been building a data model that uses Step 2 and 3 outcomes, mapped to their measures (mapped to their data points in the measurement methodology) to create a 'live results map' that shows results in real time... using the map as the 'dashboard'. Thanks for sharing this!!!
@abhimukatheswaran49282 ай бұрын
Keep doing more video
@lindseygreene67383 ай бұрын
Thanks so much for these videos. I need to figure out what good results are before I start trying to measure it.
@grencez3 ай бұрын
Regarding point number 4 - isn't it more likely that everyone struggles with effective measures? This kind of highly-visible thing seems unlikely to be a trade secret.
@BeaPro-ce2rh4 ай бұрын
Pdf pls
@recyclingdetroit16974 ай бұрын
Clear , concise , and understandable to a non-business 'new' sub....thank you.
@adepejuadegoke99605 ай бұрын
Thanks for sharing
@wavesmarketings5 ай бұрын
Hey Stacey, I watched your videos last couple of days and your videos are awesome. But when I analyzed your channel I see that you are struggling with your video views, when I deeply analyzed then I saw that your videos are not SEO friendly. title is not SEO, Also you don't use any targeted tags. I can help you in that. I can organically grow your channel and increase your video views if you want. I just need your time if you are interested! Thank you
@jennyvinyl855 ай бұрын
You aren't wrong. After reading some HR trend reports the number of companies in all sectors and around the world that are ditching their performance appraisal process keeps growing and growing....
@StaceyBarr5 ай бұрын
That is excellent news! If you have any references to those reports, and a few moments spare, it would be great to get some links from you.
@agambird6 ай бұрын
Thanks Stacey. Well-explained
@StaceyBarr5 ай бұрын
Glad it was helpful!
@mfourmanagement94406 ай бұрын
What are your views on the "professionalism over personality" concept? Do you have a video on emotionalism in the workplace?
@StaceyBarr6 ай бұрын
I think you'd need to find an HR or psychology expert for that question. My work is organisational performance measurement - a completely different field. This video is just exploring what happens when measurement is used to "performance manage" people, not to provide an alternative solution.
@l2r2_zeno667 ай бұрын
Great tips in here Stacey - provided me an opportunity for reflection on my practises, Jan 2022 first dashboard had four pages, Jan 2023 had seven pages and now in Jan 2024 we have nine pages. Small changes and improvements in response to both customer needs and familiarity with the process and it's benefits. It might sound like a lot, but we get thru the report in less than 30 minutes and have seen great improvements in the results! Thanks for sharing.
@StaceyBarr6 ай бұрын
I agree that if your report's content and layout are thoughtfully designed, then the number of pages is less of a concern. We have a "10 second test" we pass our reports through, and for several pages, it really doesn't take long to interpret performance and start the important conversation about how best to respond.
@adepejuadegoke99607 ай бұрын
Thank you for sharing. The points are so easy to grasp and the consequences are so glaring. Thanks for sharing.
@StaceyBarr6 ай бұрын
Glad you enjoyed it!
@YNotStop8 ай бұрын
This was helpful - thanks!
@StaceyBarr8 ай бұрын
Glad it was helpful!
@jennyvinyl8510 ай бұрын
There is a new book: OKR for dummies by Paul Niven (2023). He is aware about the difference between milestones and results. However, he defends the idea that key results must encompass both milestones and metric key results. He argues that the best way to construct key results is by using the story concept which means identifying your business impact key result and then work backward, asking what drives, our leads to, that key result. This of course includes milestones that according to Niven are binary that is, either you achieve it or you don't. We could disagree with his definition but at least he leaves no doubt about what OKRs are.
@StaceyBarr10 ай бұрын
I do know Paul and a bit about his work, Jenny. And you're right, at least he makes a clear definition of what he believes a good OKR formulation is. That's a step in a good direction. No matter how they are defined, I'm still not a fan of the concept as I think they over simplify strategy, performance measurement and improvement.
@beyangaderrick207310 ай бұрын
How would one measure the feeling of employees being more engaged
@StaceyBarr10 ай бұрын
For a good, and reputable, example, take a look at the Gallup Employee Engagement tool. But I think you're asking the wrong question... we should never start with "how do you measure...[this]?" The point of my video was to emphasise we should always start with a clear result, a goal that is measurable, before we can start looking at measures. Employee Engagement isn't measurable yet, but Gallup have made an attempt to define it first, and then develop a tool to measure it.
@adepejuadegoke996010 ай бұрын
I like the subject-state. It keeps focus on what the future we desire or change we desire looks like.. Thank you for all you do
@StaceyBarr10 ай бұрын
When we have decided the purpose of measurement is improvement, then we are only ever improving toward a future state. Not past, not present. So I agree, it's a helpful way to think about goals. Goals are always about the future.
@philemonyona172310 ай бұрын
This video is short and very informative. Made a habit now to listen to more of this on KPIs. Thanks a lot.
@StaceyBarr10 ай бұрын
I'm glad you found it useful - and yes, making a habit of anything helps us get the most out of it. I hope you find more of these videos at least as useful as this one!
@mohammadaliajlouni329210 ай бұрын
Thank you Stacey for this informative video on KPI composite Indexes. There is a very popular index used in manufacturing, which is Overall Equipment Effectiveness (OEE). OEE is the result of multiplying three measures: Quality% x Performance% x Availability%. This measure is so popular that it has become a standard KPI in manufacturing. It is even used by software for information automation on production lines, such as Manufacturing Execution System (MES). OEE is a built-in feature that is present in all production monitoring software. Mohammad Ajlouni
@StaceyBarr10 ай бұрын
Thanks Mohammad for sharing this. If Performance is clearly defined (it is clearly a percentage, it's not clear what exactly is being counted), then multiplying these three together might not be a true index in the sense I am describing in the video. They could be trying to calculate the percentage of equipment that is performing to spec, all the time? It's hard to know unless we first know the result that this measure is supposed to be evidence of.
@adepejuadegoke996011 ай бұрын
Thank you very much for these distinctions. I really would like to know more about setting performance targets in such a way that people are not burnt out.
@StaceyBarr11 ай бұрын
I'll certainly add more videos about target setting in the future! Thanks for continuing to watch :-)
@ncalc2261 Жыл бұрын
Thanks a ton mam
@StaceyBarr11 ай бұрын
Most welcome 😊
@adepejuadegoke9960 Жыл бұрын
This is quite enlightening. Thanks for sharing and helping to differentiate in clearer terms between what is called qualitative and quantitative data.
@StaceyBarr11 ай бұрын
Glad it was helpful!
@adepejuadegoke9960 Жыл бұрын
This is so inspiring. Using evidenced based fact for improving community relations- measuring what matters. Thank you for Sharing Meme Styles and Stacey. "Drop all expectation of what to measure until the community lends their voice"👌
@StaceyBarr Жыл бұрын
Meme is a brilliant advocate for how to measure meaningfully, for what is meaningful for society. I love it too. It was such a privilege.
@robleeming6277 Жыл бұрын
What a great amazing story for Austin Community and Measure, an illustration of what implementation of PuMP methodology can achieve. I've been struggling to get PuMP a foothold and this story has renergised me to keep on going and keep the PuMP flag flying. 🤞Thanks Meme 🙏
@StaceyBarr Жыл бұрын
I'm so glad your fire is rekindled, Rob. Measurement is a hard transformation to make anywhere, but if it starts with problems that are real to people, that's the foothold.
@alaingrignon Жыл бұрын
Having gone through about 4 PuMP workshops and hosted an EBL workshop, I can see how tempting it might be to inject organizational results and measures into personal performance goals. I've been recently asked to complete the personal performance plans for my staff, and I have come to similar conclusions to yours in my thinking. If we are to measure organizational performance without judgment, this inevitably means that personal performance plans should not be linked to organizational goals, but rather, personal growth goals. Your video just adds to my curiosity about what research might exist to show the causal relationship between personal growth and organizational performance. If we can draw that link out somehow, that is the golden ticket to moving in this direction. Another question this raises is one of culture. There is always risk in giving others control over their own measurement of performance (will people game the system to work less). I would love to see another video address these as I'm sure this would be the next logical step people stumble on. I'm also tempted to run an experiment with my team, and adopt this approach, but how would I compare the outcomes of this method to the status quo... in my interpretation of this, each person's performance is measured against individualized measures, which makes it an apples to oranges to bananas comparison, unless I got it wrong. Very interesting video, thank you for making it.
@StaceyBarr Жыл бұрын
Alain, those are some important reflections you're having. I hope you do go in search of more evidence for what really happens when we measure people. And I thank you for the suggestion for another topic, about what happens when people are in control of their own measures... that has a LOT to do with the organisation's learning culture - and psychological safety. Our PuMP Community webcast covers this tomorrow.
@alaingrignon Жыл бұрын
@@StaceyBarr No need to measure what happens when we measure people rather than processes, I've been living the results of that my whole career. What I intend to do is run an experiment on your proposed 5 conditions for personal performance to gauge how effective it is at establishing a self-regulating personal improvement culture. Practice makes progress!
@StaceyBarr Жыл бұрын
I hope you report back on what you discover!
@duncanhart Жыл бұрын
An amazing story, what an achievement 👏👏🙏
@StaceyBarr Жыл бұрын
Meme's work is very inspiring. And very real.
@daa27376 Жыл бұрын
I agree with Alistair, I like the bike and breakfast delivery. I agree with your thoughts on this.
@StaceyBarr Жыл бұрын
Thanks Darmie. I stopped doing the motorbike videos, since they didn't seem very popular. But maybe I can still record some off the bike, even if I'm out riding. Thanks for commenting.
@adepejuadegoke9960 Жыл бұрын
Thank you for sharing. I really do not think your views are out of place. The aspect of employee management that employees dislike the most is Performance Appraisal. Furthermore, organisational goals are set and cascaded yet the goals are not achieved- numbers may be achieved but not the financials. This leaves most employees confused and apathetic to the process. Collaborative goal attainment aligned to the organisations' strategy would be a better approach. The focus will be on process measurement and not judging individual performance.
@StaceyBarr Жыл бұрын
I like how you've interpreted the exact point I'm making in this video. Don't measure individual people to judge them, rather let people use measures to collaborate and focus on process improvement.
@engahmedshoukri Жыл бұрын
Totally Agree
@adepejuadegoke9960 Жыл бұрын
This is practical🙂 and fit for use. Thank you
@StaceyBarr Жыл бұрын
I hope you find it useful in practice, Adepeju. Thank you for watching!
@adepejuadegoke9960 Жыл бұрын
@@StaceyBarr Yes I will. I have a client I am going to use this learning for. Thank you
@nomvelelomakwetu6180 Жыл бұрын
Thanks for this clear route from actions to outcomes. It really makes sense
@StaceyBarr Жыл бұрын
Great to hear that, Nomvelelo. I hope you find it useful in practice.
@prof.dr.omarkhalifagnieber8726 Жыл бұрын
As usual, brilliant
@lena.s.thorvaldsen Жыл бұрын
Here's another one from ChatGPT: *Q: What do you think about the following statement: Measures come from evidence, not data.* A: The statement "Measures come from evidence, not data" is an interesting perspective, but it is important to clarify the relationship between evidence and data in this context. Data, in its raw form, is a collection of facts or information. It represents observations or measurements of various parameters. Data alone does not provide meaningful insights or metrics. It requires analysis and interpretation to derive valuable information from it. Evidence, on the other hand, refers to the body of information or facts that support a particular claim or conclusion. It is derived from the analysis and interpretation of data or other sources of information. Therefore, it could be argued that performance metrics are indeed derived from evidence, as they are based on the analysis, interpretation, and synthesis of relevant data and information. The evidence provides the foundation for the metrics, supporting the claims or conclusions made about performance. In summary, while data is the raw material from which metrics are derived, it is the analysis and interpretation of that data, forming the evidence, that ultimately shapes the performance metrics. Both data and evidence play important roles in developing meaningful and reliable performance metrics.
@StaceyBarr Жыл бұрын
Well I like that one! Not exactly what I mean by evidence, in this context, but it's advice I would agree with anyway. This is fun. Thanks for sharing these.
@ahmedsaleh5225 Жыл бұрын
Thank you Stacy for this valuable vedio ,however ,for ROI KPI ,i think this is a long term measurement as it takes time usually to see the fruites of a project namely launching a new product or service ,and from my point of view this measurement should be done by Strategy ,related business and Finance as PMO can't keep monitoring the project performance for along time . What do you think?
@StaceyBarr Жыл бұрын
Yes, I agree that ROI is a longer term measure in a lot of cases. But there are many projects that produce immediate benefits that can show a quick and very high ROI for the project. Like any measure, it can be longer term if the changes are slow to take effect, or shorter term if the changes can be immediate.
@lena.s.thorvaldsen Жыл бұрын
@Stacy Barr I just wanted to share what ChatGPT "says" on this very significant topic: *Q: Why are metrics / KPIs often used as a tool for judgement, and not as a tool for improvement?* A: Metrics and key performance indicators (KPIs) are often used as a tool for judgment rather than improvement for a few reasons: 1. Misalignment with objectives: Metrics and KPIs can be misaligned with the objectives of the organization or team, leading to a focus on the wrong things. When this happens, metrics become a judgment tool rather than a tool for improvement. 2. Lack of context: Metrics and KPIs can lack context and fail to provide the necessary information to drive improvement. Without context, metrics can become arbitrary numbers that are used to judge performance rather than drive improvement. 3. Limited scope: Metrics and KPIs can be limited in scope, focusing on a narrow set of data points that do not provide a holistic view of performance. When this happens, metrics can become a tool for judgment rather than a tool for improvement. 4. Lack of action: Metrics and KPIs can fail to drive action when they are not tied to specific actions or initiatives. Without a clear path to improvement, metrics can become a tool for judgment rather than a tool for improvement. To use metrics and KPIs as a tool for improvement, organizations and teams must ensure that they are aligned with objectives, provide context, have a broad scope, and are tied to specific actions or initiatives. Additionally, it's important to foster a culture of continuous improvement where metrics are used as a tool for learning and growth, rather than a tool for judgment. This requires a focus on collaboration, transparency, and a willingness to experiment and adapt.
@StaceyBarr Жыл бұрын
How fascinating! And I don't agree with ChatGPT on this at all! Those are certainly all reasons for why metrics or KPIs aren't the right ones and won't lead to the right improvement. But they are not the reasons why people feel judged by KPIs. I guess it tells us that the internet still does not have enough of the right information about KPIs - the popular information is probably what ChatGPT analyses for themes.
@imuchenga Жыл бұрын
I have been following you for years-about15 yrs now-and am grateful to you for helping me understand better strategic implementation through the right/correct and meaningful KPIs
@StaceyBarr Жыл бұрын
For that long, Isaac... Wow. Did you ever take PuMP training, or has it been my website/newsletter that helped you so much?
@imuchenga Жыл бұрын
@@StaceyBarrIt has been chiefly through your newsletter. Initially, I took a Balanced Scored course in 2007 and they initiated us into KPIs, Targets, Initiatives, etc. That was when I started looking for meaningful KPIs and found you. You are my heroine.
@bettertrack Жыл бұрын
This is a brilliant conversation with such rich content around measurement and improvement. Stacey and Mike both raise significant and relevant points. If only the health service could adopt meaningful metrics rather than focus on data.
@StaceyBarr Жыл бұрын
I do agree that health sectors around the world need better evidence-based leadership, which is ironic given their foundation in evidence-based medicine. They are not quite the same thing though. Thanks for sharing your thoughts!
@iainrowley7252 Жыл бұрын
Appreciative Inquiry (AI) uses the Subject - State grammar as part of its improvement process, articulating the change you want to see. To develop that, they frame the question along the lines of "In XX period of time, what does the world look like??". It could be, in January 2024, why are people choosing to work in your company. AI uses that statement as the goal to be achieved, and then you can identify the path to follow to achieve that. I see a lot of interoperability between AI and PuMP, they are very complimentary tools.
@StaceyBarr Жыл бұрын
I didn't know that about AI, Iain! Thanks for sharing this. And it feels right that what we do in PuMP does fit with the Appreciative Inquiry philosophy.
@DrDean-js4rk Жыл бұрын
Another great video. Thanks, Stacey, for all the wonderful, clear, and practical advice you provide.
@StaceyBarr Жыл бұрын
Dr. Dean - thank you for your ever-continuing support too. I hope you continue to see some of your work peeking through what we do with PuMP.
@ahmedsaleh5225 Жыл бұрын
Thanks Stacey ,informative and beneficial
@StaceyBarr Жыл бұрын
Great to hear that, Ahmed! Thanks for watching.
@Nis5155 Жыл бұрын
I love the way you laid out the different forms! Thank you
@StaceyBarr Жыл бұрын
I'm glad that helped you, Nisreen. Thanks for letting me know.
@latitudeash Жыл бұрын
Goals at work are always set by others. Personal performance measures are set by our wives normally...🤣😂. Others always judge us, The wife is always saying that is not right or you did not do the vacuuming properly...🤪. I always think I am doing well, I also improve with beer 🍻 two is better than one. 😇. Dr's know better and the wife always knows better.🙃
@StaceyBarr Жыл бұрын
I guess if you want to change all that, the video has some tips.
@rymtabbane Жыл бұрын
Thanks so much! This is awesome to see how the development of KPIs works. Such valuable content! I am going to keep getting back to this video for inspiration.
@StaceyBarr Жыл бұрын
I'm so glad to hear that Rym, thanks for taking the time to let me know. Good luck with your own KPI development.
@adepejuadegoke9960 Жыл бұрын
Thanks for sharing
@StaceyBarr Жыл бұрын
Thanks for watching!
@alistair4665 Жыл бұрын
Nice one Stacey, I also like the “bike, breakfast and babble” delivery. I have been stalking you for a few years and these videos are a great development in the communication of your ideas. When I address gender and quotas with my groups of international business students, they tend to favour diversity and inclusivity on merit. That said, this is not surprising from groups of male/female students who have the resources and opportunity to study. I remind them we also need diversity in thought. In my mind… it depends! Quotas and merit both have their place depending on the system and real willingness and readiness to change. Your point about outcomes is spot on. Would getting the gender balance in organisations to 50/50 shift the dial on e.g. the degree of inequality in a business?; poverty seen in society? etc I think it comes back to the question you continually pose, Stacy… are we measuring the right things to get us out of this hole e.g. measuring hole depth as a sign of success - keep digging everyone and keep up the good work, Stacey!
@StaceyBarr Жыл бұрын
Alistair, I love your digging out of the hole metaphor! And I'm definitely coming around to the idea that quotas do have a place. But they aren't the answer (and don't help at all in some situations). Glad you're with me on the idea of thinking more deeply about the outcomes that matter, that we really want to have. Deep holes, like inequality and exclusion, take a lot of effort climb out of, and I think too many will avoid that effort if they can. And thanks too for the feedback about the bike style delivery. It's so easy to do this and get content out. Just not as polished.
@alistair4665 Жыл бұрын
@@StaceyBarr Hi again Stacy, I am doing some "babbling" here after catching the KPI Paradigm Shift video. Shift #1 reminded me of of a communication approach called Non-Violent Communication. The first aspect of this approach is to make observations rather than judgments, since judgments tend to generate feelings which may lead to conflict. To what extent do you think PuMP addresses users feelings around measures that are being created or given up? Not really a conversation for here, but a random thought that you might have pondered over. Cheers.
@StaceyBarr Жыл бұрын
You've just given me an idea to write more about this, about how PuMP addresses users feeling around measures... stand by!
@congdothanh9316 Жыл бұрын
result framework & quantification methodoly framework
@StaceyBarr Жыл бұрын
We need both!
@digbyscott4034 Жыл бұрын
Great topic Stacey. I tend to agree with you that as a 'goal' they wont work, for the reasons you outline. I think where they can be useful is as a conversation starter to uncover the real goal eg Do we really want 50/50 female / male bricklayers? If not, what do we want then for everyone who's interested in bricklaying, and how can we best achieve that outcome? I love the way you've created this vid - the blend of riding with you and sitting down at the table with you keeps me engaged :-)
@StaceyBarr Жыл бұрын
Hey Digby, thanks for the feedback. It's very constructive - makes me feel I did get across the point I wanted to make. And thanks for the motorcycling feedback too because I often wonder if it puts some viewers off. But as you know, it's authentically who I am and one of the places that I think!
@digbyscott4034 Жыл бұрын
@@StaceyBarr Keep putting your authenticity out there!
@ahmedsaleh5225 Жыл бұрын
Appreciate your time and valuable information ,we are looking for more ...