Superior performance is often expensive and elusive.The global private sector spends over $100 billion annually on training for leadership development and effective management. Yet, despite this enormous effort and investment, performance optimization is impeded by many of the very tools developed to measure and value performance. This is because these tools define performance as a series of tasks.
As testing is to teaching, the myopic focus on tasks represents an artificially constructed element of performance that fails to properly assess competency and misdirects the energy and motivation of employees.
Superior performance in the service of organizational objectives/priorities can only be achieved when Executives mold a coherent vision and message, and provide incentives that not only reinforce a course of action, but more importantly, give employees at all levels a stake in success and a means to understand the mission that their tasking support, creating performance leadership from the bottom up.