HUMAN PERFORMANCE IMPROVEMENT PROCESS: The four key components to human performance

Strategic Business Results = Company Assets x Human Performance Why is the Sensei Human Performance Index™ so important? How do you measure human performance in your organization? How Sensei delivered outstanding results through human performance improvement Frequently asked questions about the Human Performance Index™ 10 future-proof and sustainable benefits of the Human Performance Improvement Process The four key components to human performance White Paper: The Human Performance Index™ – The Necessary Bridge Getting a great return on R.O.E. – Return On Energy – in your organization Sensei leads the way in measuring human performance impact in organizations Case Study: Making people believe in themselves

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THE FOUR KEY COMPONENTS TO HUMAN PERFORMANCE

Our 20 plus years of global consulting, research and interaction reveals four key components to human performance:

LEADERSHIP FOR DRIVING GROWTH. Setting the right visionary goals, allocating and prioritizing resources, mentoring and role modeling, removing obstacles and making sure the right things are done and followed through on. TEAMS THAT WIN. Ensuring the right teams are established, in the right roles, with meaningful resources and accountability. Ensuring these teams become net capability multipliers and are focused on and acknowledged for progressing meaningful priorities for the business. DRIVING FOR RESULTS. Making sure we track progress in real-time, test assumptions in the crucible of results, create successful relationships with customers, enable innovative ideas and choose the ones to back. TALENT AS A PATH TO PERFORMANCE. Getting recruitment and induction right, giving people goals that ensure both they and the business grow, coaching and developing them and recognizing and rewarding the right behavior and outcomes.

These permeate all the activities by which a business delivers results. And these are the “difference that makes the difference”. In evaluating them, we have to look through three lenses. Otherwise we may find only superficial understudies of these fundamental requirements.

Are systems and processes present for each of these areas? Have they been institutionalized or are they ad-hoc? Are they acted on as described, and subject to review and continual improvement so they can be simplified, amplified and made more powerful? Is the quality of engagement present that will make these more than a charade — that will make them vital, living activities that build relationships, capabilities and results?

In summary, the human performance index will measure the impact of human performance on business performance and will provide:

• Clarity of where to focus development efforts for maximum R.O.I. and R.O.E (Return On Energy)
• Game plan for how to advance strategic business results through the ‘adaptive’ elements of human performance – the performance and interaction of leaders and teams
• Engaged commitment from senior leaders and key influentials to volunteer their passion and discretionary effort to make improvement in business performance come alive.

If you’re interested in finding out how Sensei can enable your organization to maximise business results through people, please contact us.

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