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MISSION, MONEY, AND MEASURES

Holding People Accountable and Keeping Them Engaged using RESULTS Based Management

Change is Happening

Demands are Increasing

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Get Organized

Around Your Future

TOSS THE PAST

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• Resources

• Expectations

• Series of guideposts

• Ultimate goal and consequences

• Listen to concerns/obstacles

• Time study

• Shared cultural norms9

Focus on RESULTS

“RESULTS” In Order of Use

Ultimate Goal and Consequences

Time Study

Expectations

Series of Guideposts

Resources

Shared Cultural Norms

Listen to Concerns/Obstacles

RESULTS Are NOT:

Consistent across teams

Stable over the employee’s lifetime

Simple to create and manage

An easy fix

For every organization

Or for every employee

DON’T:

•Just fill the requisition.

•Assume the job is full time, permanent hire.

•Post and pray

•Lose the opportunity to re-design the job.

New Job Openings?

DO:•Ask a lot of questions, starting with the Five Why’s.•Work with the hiring manager to figure out what result she’s really looking for.•More pre-hire planning.

Case Study: Candidate Profile

Your life-long Director of Capital Projects, Samantha, has another opening on the fundraising team. She often hires former volunteers, who leave after running their first few events on staff. She has not been successful finding and keeping well-connected, passionate leaders who can and will, “Make the ask” and do the hard work of fund-raising and event management year in and year out. Help Samantha focus on RESULTS in writing an accurate job description.

“RESULTS” In Order of Use

Ultimate Goal and Consequences

Time Study

Expectations

Series of Guideposts

Resources

Shared Cultural Norms

Listen to Concerns/Obstacles

Case Study: Not Cutting It

The Board has asked you to help them with an issue at their level. Mrs. Diamond almost always finds a way to grab the spotlight, and get attention for her involvement with your nonprofit. She does none of the hard work of Board membership, however. She hasn’t attended the last 6 meetings and, when gently confronted, said, “Let’s face it, the publicity I bring is much more valuable than sitting around in meetings.” She has been known to disagree publicly with board decisions made in her absence. Use RESULTS to help her understand the problem.

“RESULTS” In Order of Use

Ultimate Goal and Consequences

Time Study

Expectations

Series of Guideposts

Resources

Shared Cultural Norms

Listen to Concerns/Obstacles

Case Study: Sincere Samantha

The fact is, Samantha may be part of the problem on the Capital Projects team. Yes, the economy is down. But donations are down 35% in the last three years. And Samantha’s still working hard, but the results just aren’t what they need to be. You’ve gotten complaints that she’s a control freak who doesn’t listen to anyone’s ideas and doesn’t trust her team to work as hard as she does. Some people call her a martyr. Others call her a jerk. Help Samantha focus on RESULTS.

“RESULTS” In Order of Use

Ultimate Goal and Consequences

Time Study

Expectations

Series of Guideposts

Resources

Shared Cultural Norms

Listen to Concerns/Obstacles

Case Study: Sleepy Siro

• Siro used to be a client. With the help of the organization, he got himself together, and volunteered with you for years. He’s now a paid worker, in the warehouse. Siro has been late a lot lately, and has been caught sleeping in his truck while clocked in. His boss never said anything, figuring it was part of the organization’s mission to cut Siro some slack. Use PERFORM to talk to Siro, AND his boss.

Case Study: Your Turn!

Think about someone who’s not pulling their weight in the office.

Write out the entire RESULTS format.

Turn to your partner and walk through RESULTS.

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Communicating RESULTS:

• Individual employees should have some say

• Be careful about assumptions:

– time studies

– old processes

– shared resources

– unintended consequences

– unstated anxieties

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Developing RESULTS: HR Team

• Check out current practices

– Current metrics

– Pareto out issues

– Root cause

– Ask 5 Why’s

• Eliminate irrelevant practices

– Slate for deletion

– Sell to execs10

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RESULTS: Strategic Uses

1. Organizational mission and strategy

2. SWOT human capital needs against mission and strategy

3. Generate draft high-level RESULTS

4. Communicate with execs

5. Break down RESULTS into business plan by division or team

6. Communicate with managers

7. Work with managers to break down RESULTS to individual job level 11

Franny Oxford

“Do The Work”

frannyoxford.com

Twitter: Frannyo

LinkedIn: Franny Oxford

408-372-6696

CREATE RESULTS!