the emerson suite - real effectiveness gwals presentation

Real Effectiveness.Apparently Not. Doug Emerson

What is real effectiveness?

Why does it matter to you?

Know the difference between real effectiveness

and apparent effectiveness!

“Efficiency is doing the

thing right. Effectiveness

is doing the right thing.”

Peter Drucker

“Real effectiveness: The extent to

which a leader-manager

achieves the output requirements

of the job.”

Dr. Bill Reddin

“Effectiveness is a

discipline. And like every

discipline, effectiveness

can be learned and must

be learned.”

Peter Drucker

Real effectiveness can be defined

and measured. It is a useful idea any

leader-manager can embrace. It is

not personality, but performance.

Real effectiveness: The extent to which a leader-manager achieves the

output requirements of the job.

Apparent effectiveness: The appearance of effectiveness by observation of

behavior alone.

These are the type of things that apparent effectiveness means...

• Looking good• Appearing competent• Talking, speaking, presenting well• Working hard, putting in the hours• Appearing knowledgeable• On-time, efficient, responsive• Great reports• Come from the right schools• Prepared• Good body language

“…when I rate you, on anything, my

rating reveals to the world far more

about me than it does about you.”

“The effect that ruins our ability to rate

others has a name: the Idiosyncratic

Rater Effect”Marcus Buckingham, HBR.org

Most HR Data is Bad Data

https://hbr.org/2015/02/most-hr-data-is-bad-data

The only way to know if you’re really

effective is to define the measurable

outputs of the job.

Inputs Outputs

Real effectiveness

© Reddin Global 13

Outputs

Represent outcomes, not activities

Are measurable

Most important aspects of the role – top 4-6

Within your Authority

Represent 100% of the output expectations of the job

✔✔✔✔✔

© Reddin Global 14

Examples of Outputs

Financial Performance

Customer – Experience? Satisfaction?

Employee – Satisfaction? Engagement? Effectiveness?

Growth

Cultural Transformation

Innovation

Must be Measurable – Quantity– Time– Quality / Error rate– Cost– Adherence or variance– Feedback

© Reddin Global 16

Examples of MetricsOutputs MetricsFinancial Performance ?

Customer Satisfaction ?

Cultural Transformation ?

Innovation ?

© Reddin Global 17

Examples of MetricsOutputs MetricsFinancial Performance • Revenue growth: X to Y

• EBITDA of __%

Customer Satisfaction ?


Innovation ?

© Reddin Global 18


• EBITDA of __%

Customer Satisfaction • Increase survey scores from X• Retention rate


Innovation ?

© Reddin Global 19


• EBITDA of __%


Cultural Transformation • Employee survey results• Turnover rate

Innovation ?

© Reddin Global 20


• EBITDA of __%



Innovation ?

Authority

Responsibility without authority leads

to

FRUSTRATION

Authority

You need to determine...

• Which decisions can you make on your own?• Which decisions do you make but require approval?• Which decisions do you make recommendations only?

Authority

You need to determine...

• Which decisions can you make on your own?• Which decisions do you make but require approval?• Which decisions do you make recommendations only?

Your Team• Change Organizational Structure

Spending• Limits within budget

Strategy• New systems - technology

Go get agreement with your boss about your outputs, metrics and authorities!

Low

High

Low HighReal Effectiveness

App

aren

t Effe

ctiv

enes

s

“Focusing on real effectiveness is the key to leading your organization to executing for excellence, widespread engagement and fun! (and no politics!)”

Lisa de Wilde, CEO of TVOntario

“Apparent effectiveness is important but only up to 20%. Real effectiveness is what gets the right things done.”

Brendan Calder, Professor of GettingItDone, Rotman School of Management

Want to be more effective this year than you were last year?

http://bitly.com/e-suite

Real Effectiveness.Apparently Not.

the emerson suite - real effectiveness gwals presentation

Leadership & Management